Now that innovative learning solutions, with SAAS- and AI-backed systems, are on offer, organisations need to strategically plan learning interventions.
Learning and development (L&D) is one area that has been significantly disrupted by technology and has got HR rethinking its strategies over the last decade or so. With changing workplace norms, the rising trend of remote workers and the dramatic pace at which skill needs are shifting, personalised and anywhere, anytime learning has become a necessity now. L&D is that essential arm in organisations in the absence of which businesses risk losing out on great talent.
A UK research, in fact, revealed that a large chunk of people has changed jobs because of a lack of L&D opportunities. To compliment the finding, the survey also revealed that the employers agreed they should offer their staff the opportunity to develop professionally.
That said, it is critical that organisations meticulously plan budgets and strategies around their learning interventions, based on workforce needs. With more service providers now offering innovative learning solutions with SAAS- and AI-backed systems, organisations specially need to plan strategically, keeping the specific skill and learning delivery method requirements in mind.
Integrated solutions that align learning and talent development with organisational goals and business objectives are of course an organisation’s first choice, but they also need to consider the ease of access to the learning material and customisability as per various learning needs. To match individual learning pace and level of interest, AI-backed solutions nowadays are taking the front seat in L&D.
Systems that combine talent management with learning offer a holistic solution to organisations, helping them develop their resources and grow their businesses. For instance, PeopleStrong’s Alt learning, which is integrated with its talent-management platform, Alt, offers mobile learning solutions to companies.
Today, when it is all about learning that is fast, on-the-go, customisable and snackable, organisations need to choose wisely. While most companies prefer to design their trainings internally, the support and expertise a technically strong service provider brings is unquestionable. Having an efficient learning platform in place also ensures that learning effectiveness can be measured accurately.
Alt learning, for instance, is one mobile-based offering that brings in an outcome-based approach to learning, which is one of the biggest pain points for many companies. It allows companies to set up and deliver any type of training to its remote user base.
While there are various offerings to choose from, here are a few aspects that organisations should consider while picking one:
Anytime, anywhere access: The platform should be location agnostic and capable of offering multi-screen access, and not limited to devices or operating systems.
Self-paced learning: The system should be able to track the progress of the users and adapt to their learning needs automatically.
Personalised learning: Different mediums that engage the learner are a must in the current times. A learning solution that offers flexibility to read, watch or listen to a course is preferred by the new-age learner.
Optimum data consumption: Tech-based learning platforms that consume loads of data are also painful for companies to manage. A solution that consumes less bandwidth on the cloud and offers a strategic combination of online and classroom training is always better.
Learning and development budgets in organisations have increased tremendously over the past few years. However, spending it judiciously requires thorough understanding of the learning needs as well as the specificities brought in by the various solutions offered and their relevance to the organisation.