Two-thirds of HR professionals said the need for new skills drives learning initiatives. When we asked participants to rank the top three factors that are most important in driving learning across the organization, 70% say new skills development. A little less than two-thirds (63%) say career development is important in driving learning. Most positions have a natural trajectory, but the learning path is often unclear. Helping employees understand how to get there is often key to productivity and retention.
Although over half measure learner engagement, far fewer have good metrics. We asked participants if they measure learner engagement. Only about one-fifth say, "Yes, we have good metrics" (17%) and two-fifths say, "Yes, but our metrics need improvement" (39%). Therefore, combined, just over half of participants measure learner engagement (56%), but only 17% think they measure it well. Moreover, another 14% have no plans at all to measure it. The good news is many participants who are not measuring intend to measure learner engagement in the future (31%). However, getting insightful metrics is what matters most. Organizations not only need metrics, they need good ones.
A majority think more learning will occur on mobile devices. Communication has become increasingly mobile, and most respondents believe that even more learning will occur on mobile device (69%) over the next three years. This gives learners greater freedom to get just-in-time learning on their own mobile devices, typically making for a more engaging learner experience. About half think LMS will become part of a larger learning platform. Nearly as many believe micro-learning will become standards on most platforms. Over a third foresee greater usage of artificial intelligence and augmented and/or virtual reality.