Trait 2 Making Learning Personal

Finding #

Employee Learning and Development …

… often referred to as L &D leads the way as the most important HR issue of 2019, according to HR.com’s HR and Talent Management Benchmarking Report 2019.

Alongside talent recruitment, L&D was chosen by 38% of HR professionals asked to identify the most important HR issues for 2019.

Only a third have embedded learning as culturally instilled to a high extent, while almost a quarter have done so to a smaller extent, or not at all.

L&D occupies a crucial HR role, however, what exactly does it look like and how well is it succeeding?

HR.com’s findings to follow are, I’m sure you’ll agree, more than enlightening.

Finding #

Learning And Development Lag

45% of responding organizations provide inadequate learning & development efforts

Why?

Quite simply … one size does not fit all

Finding #

Employee Learning and Development …

Blended Learning

Today, instructor-led training occupies the single most commonly used learning modality. This being said, however, our recent Modern Learner study indicates that no single training method works very well as a stand-alone approach.

Now, more than ever, blended learning is crucial to L&D efforts, and technology-based learning, such as online courses and videos, are used by more than half of survey respondents.

Moreover, when we further examine high and low L&D performers, we found that not a single study participant who described their L&D as excellent or good used fewer than three modalities of employee training.

Finding #

Personalized Learning Represents Another Huge HR Gap

PERCENTAGE STYLE TABLE 1

75% consider Personalized Learning important
60% expect an increase in Personalized Learning, yet …
only 22% perform Personalized Learning well

Finding #

What Exactly Does Personalized Learning Deliver?

• Amalgamates the leadership requirements 

of an organization with individual learning needs and career  goals

• Pulls: learners are empowered to access just enough, at the right time
• Pushes: recommendations to learner based upon learning content effectiveness
• Accommodates varied learning styles and approaches
• Leverages everyone as both a learner and a teacher
• Tangibly measures knowledge acquisition and outcome metrics

Finding #

What Are The Top Barriers To Personalized Learning?

• Insufficient resources 
• Difficulty delivering to large employee base
• Lack of leadership support

Finding #

Magic In The Mix

62% However, Blended Learning Wins The Day 1 

PERCENTAGE STYLE TABLE 1 2

54% eLearning
50% Collaborative
44% Instructor Led
28% Mobile

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Finding #

Personal Learning’s Two Most Critical Features …

When addressing the most critical features associated with personalized learning, two emerge as the most important, specifically …

• The ability to close learner skills gaps, and
• The ability to meet the aspirations of these learners.

It is important to note the intrinsic distinctions between these two features in that the first is aimed at helping the employee more effectively perform their current role, and that the latter provides learners an opportunity to acquire the requisite skills and experience required for career growth.

One is focused more upon the organization, whereas the other is focused more upon the individual.

Finding #

The Personalized Learning Payoff

PERCENTAGE STYLE TABLE 1

Quality of Learning & Development Function

64% High Personalized Learning
26% Low Personalized Learning

Increased Learner Benefits

85% Higher Learner Engagement
82% Improved Learner Outcomes
42% Speed Of Learning

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Finding #

Next Steps / Solutions

The most efficient L&D functions tend to deliver learning by virtue of multiple methods. The workforce at large is now more attuned to the availability of visual and interactive learning.

Leverage the propensity to share, collaborate and communicate by engaging recipients with meaningful, tangible and media-rich collateral.

Less than half of HR.com respondents professed that their organization incorporates an LMS by which to deliver personalized content, with an even smaller percentage indicating that they are using internal social applications or custom content tools to deliver such learning.

This inherent lack of appropriate technology can certainly make it difficult to both create and deploy learning content effectively and efficiently across hundreds (or even thousands) of learners.

Finding #

Next Steps / Solutions

The original and primary function of learning management systems was to push learning out and manage and track learner progress.

In many ways, this approach represents the antithesis of personalized learning. In the modern workplace, LMS must increasingly pull in learners by way of accommodating their unique and individual needs.

LMS systems must readily determine learner gaps, create individual development paths based upon learner needs, and allow learners to seamlessly source and access the content they want and need.

Finding #

Next Steps / Solutions

The data and technology at play behind the scenes is partially responsible for the prolonged success of any personalized learning intervention.

The accrual of key metrics such as usage data and learner reactions, in turn, influence course recommendations based on a robust learner needs assessment, eventually determining which content will provide the best job of enhancing performance.

Remember, the role of learning professionals is fast- changing. In addition to traditionally mastering instructional design and facilitation, L&D professionals are now expected to evolve into part technologist, part data scientist; a new and exciting role that facilitates a strategic media mix of learning content into a truly impactful learning journey.