Current Situation
Corporate investments in learning and development (L&D) are finally expanding following years of neglect of the traditional L&D environment. Organizations seeking to modernize their L&D environments are focused aligning L&D around skills development aligned to the organizational skills taxonomy. In shifting to a skills-based learning environment, HR departments are patching employee goals into how individual workers are prescribed development opportunities. Early-on, manual alignment sets employees on medium-term development paths. As organizations build out their advanced analytics landscapes, performance, feedback, sentiment, and employee goals data are being patched through to the skill-based L&D environment to facilitate optimized and aligned development opportunities in the flow of work individualized to each employee.
Goals and Objectives
Modernizing the L&D environment is a growing top priority for organizations. Modern organizations want to boost engagement and retention in skills development to achieve a basis for a return on investment in learning and to boost employee retention. Another top goal is to extend L&D data into performance and employee experience (EX) to personalize career and skills development in the flow of work. Combining L&D and EX into learning experience (LX) makes L&D content and programming more consumable and optimized across multiple access options to meet employees however they learn. Delivery in the flow of work also better aligns skills development based on skills applications (e.g., microlearning for immediate needs as opposed to course milestones for structured career growth) while enabling employees to learn and grow more on their own terms.
Technology Deployed
Optimized learning and growth revolve around the development of a learning experience system that fuses principals of employee experience with the fundamentals of a traditional learning and development content management system. LX draws on employee performance, goals, feedback, and sentiment data to build trends around skills needs on the job and what career paths will engage employees while delivering value for the organization. LX uses AI and machine learning to facilitate the data connections. Behavioral analysis also helps optimize course delivery to when it will be most beneficial from micro-learning in the flow of work to formal courses for defined career advancement in the employee’s own time.
Use Case Summary
Evolving long neglected L&D systems into LX platforms fuses performance, feedback, and sentiment data into how L&D content and programming is deployed at optimal times in optimal ways. Integrating learning and development into the flow of work progressively advances employees along personalized career paths that simultaneously build engagement, facilitate improved work performance, and grow skill sets needed within the enterprise skills taxonomy. The shift to LX may be early for most organizations, but those taking measures to fuse EX principles into L&D are reimagining their learning content around all modes of skills development, including microlearning and mentorships, while making learning more consumable on employees’ own terms.