CORPORATE LEARNING AND THE NEW KNOWLEDGE ECONOMY

Corporate learning is changing at a rapid pace making it more important than ever to be across all of the latest tools of new knowledge economy.

The world is changing so quickly; how do you ensure your organization has the knowledge to be at the forefront of resolving challenges and making the most of your opportunities?

Teaching is thought  as in terms of “Traditionally learning” by a top down approach, presenting content  to your employees using courses created by a manager or a third party provider. In the new knowledge economy this approach is proving to be increasingly insufficient.

The Current State Of Corporate Learning 

  • 94% of learning buyers believe that the working style of employees is dramatically different today than that of the past five years, and that new approaches and technologies are needed.
  • 67% of managers consider ease of use to be the biggest issue when selecting a Learning Management System (LMS).
  • The extended enterprise –by 2020, half of the workforce could be contingent labor (not employees)– think of contractors, customers, franchisees, suppliers who also need to be a part of your knowledge base.
  • Learning is moving to the forefront of the talent management product stack. Learning now motors the talent strategy for onboarding, engagement, motivation, and succession.
  • Informal learning: Traditional systems miss the largest piece of the pie!

At the moment we are also seeing two key areas to significantly (up to ten times!) improve the learning experience in all organizations,Instant Access and Informal Learning.

Informal Learning.

75% of learning is informal. The required learning might be a subset of a course, but you can learn just as much   from your co-workers during your day as you will in your training programs.

  • User generated content.
    Content may be king but for learning professionals, those who generate the content are really the ones in charge. Increasingly, users themselves are generating relevant content themselves.
  • Learning can be collaborative and shared experience.
  • Rich Media.
    The retention rate for visual information can reach up to 65% vs. 10% for text based information. Internet traffic in 2017 of all will be made up of 74% video content. (By 2018 we predict over 80% of content will be video based.)
  • The digital natives who were raised on video games are entering the workforce so it’s not surprising that the gaming experience has influenced the way employees want to learn. Gamification has become an integral part of the learning process, and will become a more prominent feature in modern learning materials.
  • Personalized learning.
    Today’s learning buyer believes in building a learning process that’s a win-win for both the organization and the employee. When the learning process is built around matching the skills employees want with the skills the organization needs, a sustainable model for learning doesn’t just survive, it thrives.

Even though things are trending towards these newer and more versatile learning models, the more traditional formal compliance-driven learning programs still have a role in the market. Regulations are becoming more onerous, and it is critical to keep employees up to date with the current codes and regulations. Training for compliance can also be turned into a fun experience, but cannot be skipped over. Learning professionals have to walk in both worlds.

It’s time to invest in a Learning Management System that works with your team, not against it!

 

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