Learning personalisation is one of the latest trends to emerge in the L&D industry and increasingly it’s promoted alongside the use of AI and machine learning which is “set to transform learning” according to the marketing blurb. But the majority of L&D departments are still some way off embracing these technologies. We are still wrestling with the technology we already have, have no budget or appetite to add even more systems to the mix and are still working on getting the basics right. While AI and machine learning may well disrupt the industry in time, what pragmatic steps can we take now to offer each learner a personalised learning experience? Continue reading “Personalising learning – the good old way”
Recently many of the conversations I’ve had have turned to the topic of integrating individual talent-related systems together to create one seamless user experience and how that should look. Industry analysts also report that this is a growing area of interest. I know, from personal experience, that it’s pretty straightforward to find best-of-breed standalone solutions, but much harder to find the one system that perfectly integrates these all together, with sacrificing functionality along the way.
I’ve taken a step back and taken a holistic view of what an integrated talent suite should offer, not so much in terms of the user experience – as important as that is – but in terms of the functionality that will add the most value to the business. For me, it’s the story told by the data that originates from each component in the mix that provides the real impetus to integrate. And the problem I believe we are trying to solve: finding, developing and retaining the maximum number of high-performing staff to deliver the business’ objectives. Continue reading “Designing an integrated talent suite that adds value”
In a yet-to-be-published piece of research, learners have reported that one of their top motivators for learning is to be able to do their job better and faster. But we don’t always then see the supporting levels of learning activity, nor do we always feel that the learning that is being undertaken is truly aligned to the needs of the business. Other surveys then suggest that employees aren’t actually that aware of their organisation’s goals, which only compounds the matter.
As L&D professionals we need to do more to “join up the dots” and I believe that personal development planning is the glue that binds performance management to learning. If we can give learners clear signposts as to what they should be doing, what learning can support them in that and clear feedback on how they are doing, then this would transform learning at work. Continue reading “Digital personal development planning”
Over the last few weeks, I’ve had a number of forward-looking conversations with L&D professionals about learning in the digital workplace; and in particular about learning within a digital workspace set-up. A digital workspace is a concerted effort by organisations to provide their employees with a personalised environment to enable each individual to organise their digital tools and sources of information in an efficient manner to allow them to maximise their personal productivity.
As the desire for deeper integration of our systems grows, moving to a digital workspace concept gives us the chance to explore how we can make accessing a variety of tools as seamless as possible. For L&D and HR, this should also mean making learning and performance management more visible on a day-to-day basis. Continue reading “Learning and Performance Management and the Digital Workspace”