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Elearning! Magazine: Building Smarter Companies via Learning & Workplace Technologies.

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24 Winter 2015 Government Elearning! efficiency and effectiveness. Within L&D, this translates to a perennial commitment to continuous improvement. But what's really important to pay attention to? While the Cloud-based industry doesn't lack for guidance on what good looks like, it can be confusing to sift through the clutter. The most successful organizations don't get caught-up by tangents. Instead, they apply unwavering discipline toward optimizing the four elements of the learning business process, which are: 1 ENGAGEMENT Efective engagement is demonstrated when L&D teams have a systemic process for staying close to the needs of the workforce. Te days of the annual training-needs analysis are long gone. A more nimble approach involves continual application of three essential practices: >> Employ a formal performance consulting procedure to unearthing talent gaps and assessing the impact of closing those gaps across the enterprise. >> Defne measurable objectives up front with the initiative's key stakeholders. Since budgets and resources have limits, stack rank the impact of addressing the initiatives. >> Encourage active sponsorship at the middle management level so those managers appreciate the performance gains learning provides and will support their team's participation in the learning programs. 2 ALIGNMENT According to the U.K.-based research organization Towards Maturity, seven habits emerge when describing top learning companies exhibiting tight strategic alignment. Well-aligned L&D organizations: >> Actively involve business leaders in learning decisions >> Use strategic business objectives to determine learning priorities >> Focus on results >> Integrate with HR and talent strategy >> Demonstrate business value >> Ensure staf members understand their contribution >> Enjoy proactive management commitment In its 2013 benchmark study, Towards Maturity found that organizations scoring well in the Alignment Index are more likely to report that managers agree that online learning delivers a range of business benefts. Compared with those in the bottom quartile, those in the top quartile are at least four times more likely to deliver: >> Increased organizational revenue >> Improved productivity >> Improved staf engagement >> Reduced staf turnover >> Decrease in their training costs and delivery time 3 ADOPTION Just as Cloud-based learning is not measured in the same manner as classroom learning, it's vital to also recognize that the former is not consumed in the same manner as the latter. One of the key propositions of Cloud-based learning is that it's "just for me," where learners can participate in the resources that relate to their unique needs for as long or as short as they wish. Tis is not possible within a classroom construct. Technology is the only way to enable this high degree of individualized tailoring while simultaneously achieving greater scale. Cloud-based learning adoption success looks like: >> Repetitive use by the target audiences >> Embedding learning into the workfow of the most pervasive enterprise applications >> Active promotion of targeted content cloud-based learning success Case Study Snapshot: Ingersoll Rand ENHANCING A LEARNING CULTURE THROUGH FOCUSED OBJECTIVES CHALLENGE >> Improve processes >> Improve blended learning solutions >> Improve internal program marketing >> Implement competency mapping >> Impact business through strategic initiatives SOLUTION >> Work with Skillsoft to improve content oferings >> Utilize Skillsoft services for competency mapping RESULTS >> Promote and link learning content through LMS ads >> Develop search and feedback programs that raised learning awareness >> Higher employee engagement and course completion statistics >> Improved awareness of content availability throughout the organization >> A learning culture driven by employees and managers >> Development tied back to organizational goals >> Learning initiatives are more targeted and focused in their content

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