3 Ways HR Can Maximise Workplace Learning Technology

3 Ways HR Can Maximise Workplace Learning Technology

Results have been released from new research into the UK’s workplace learning landscape, employees’ learning preferences and the role of technology in the learning experience.

D2L, a global learning technology leader, conducted two surveys of 100 UK HR directors and 1,000 UK employees, and found that despite a whopping 97% of organisations saying their employees’ learning and development (L&D) is important, only 82% have a formal learning program in place.

Even in companies with a formal learning program, many employees don’t feel they’re up to scratch. Over a third of employees (37%) claim their career has been negatively impacted by a lack of training.

The cost of falling down in this area could be substantial in terms of losing talent.

According to the results, more than 3 in 4 employees (77%) said workplace learning is important to their continued professional development, and over a third (38%) say they would consider the quality of employee training before taking a job offer.

The research delivered insights into 3 keystone elements of maximising workplace learning technology.

Recognise the importance of L&D technology

The survey results revealed that HR directors’ and employees’ expectations of L&D programmes do not correspond. Key findings included:

  • 78% of employees say leveraging new technologies for learning is important, yet only 15% of HR directors agree
  • 68% of employees think utilising tools such as video for employee coaching in their learning programmes is valuable, yet half (50%) of UK organisations are failing to do so
  • Less than a third (30%) of organisations are implementing mobile learning, while 60% of employees believe their employer should
  • Only 55% of employees are satisfied with their organisation’s L&D programme

“There is clearly a disconnect between what employees want and what organisations are delivering when it comes to the learning experience,” said Elliot Gowans, VP EMEA at D2L.

“While these results indicate that HR directors are aware of the importance of a learning and development programme, this doesn’t always appear to translate into practice.

Today’s employees are eager to learn and want a modern learning experience that utilises the most up-to-date technology and offers them the flexibility to learn from anywhere – so much so that it is starting to impact their decisions when accepting a new job.

With learning and CPD becoming increasingly important to employees, by understanding the positive impact of their learning programmes and technology, HR directors will not only boost skills and improve engagement, but also attract and retain key talent.”

Leverage adaptive and blended learning

The research highlighted the demand from employees for new digital learning programs and models.

41% said they want their employer to use blended learning, combining online and traditional methods, and 27% want adaptive learning, a personalised learning approach that adapts in real-time to the individual’s capabilities.

Gowans continued: “It’s not surprising that employees are embracing these learning models.

As employees become increasingly connected to each other and company information through modern technology, they have reset their expectations around when, where and how they learn.

The modern workplace environment is evolving to include more field and remote workers, which means training increasingly needs to be accessible whenever and wherever employees need it.

In order to meet expectations and get the most out of their learning programmes, HR directors need to leverage technology that enables them to tailor training to each individual’s ability whilst combining digital and face-to-face learning.”

Once employees have access to more blended and adaptive learning, it’s important to tailor learning to get the best results.

A well-validated behavioural assessment tool such as Predictive Index® gives you a deep insight into how your employees best learn & process information so you can tailor training and give the right type of praise to keep them motivated.

Measure the impact of L&D

A perhaps underestimated part of implementing a successful workplace learning program is measuring and evaluating, so you can understand the value of your investments.

Seth Godin highlighted the value of this in saying, “if you measure it, it will improve.”

It is unfortunate then to see that a fifth (20%) of HR directors say they do not measure the success of their learning programme.

“The final – and maybe the most important – rule when investing in workplace learning technology is to measure, measure, measure.

By failing to track and evaluate their programme, HR directors are missing out on a golden opportunity to optimise employee learning and engagement.

A learning programme doesn’t just benefit the employee; it can provide HR teams with invaluable information about employee performance.

It’s also key that HR directors know exactly what they are investing in so that they can maximise their workplace learning technology and adapt the programme if necessary to improve their Return on Investment,” concluded Gowans.

Of course, if you want to measure, you need to know where you’re starting from and what success will look like.

When investing into developing your employees, a Competency Assessment such as CATIL® 360 pinpoints and evaluates competencies specific to the role rather than just looking at general performance.

The same tool can then be used to measure an employee’s development and deliver feedback to the employee in an objective, meaningful way.

How does your organisation identify learning and development needs?

How do you measure employees’ development and evaluate your L&D program?

Share your thoughts with us below, we’d love to hear them.

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