Forming part of a spectacular line up of HR and learning experts that came together for the recent AHRI flagship HR event, Kineo’s MD, Vicky Bartolacci presented along with learning & performance consultant, Arun Pradhan. In this lively session, together they examined how to prove the business value of investing in learning content.
There is a pressing challenge for HR leaders when it comes meeting the organizational needs for training content – both now and looking to the future, with the unprecedented rise in the Skills Gap.
How can HR leaders best approach learning content to meet their required business outcomes?
Arun took a relatable creative approach in illustrating where organizations have come from when tackling workplace learning, describing a one-size-fits-all model that in reality doesn’t deliver and results in lacklustre outcomes. Where there is a reduced strategy for learning content, testing, delivery and measurement, it stands to reason that expectations will outweigh individual performance and business outcomes.
Recommendations addressed the need to explore the learning requirement further, along with a broad mindset view of performance, a clear process to assess learning gaps and engage stakeholders to re-frame the business benefits.
Individual learning requirements should be assessed from the overarching business goal, closely followed by the group performance goal to fully understand what individual upskilling is required.
To assist with the process of individual learning design, Vicky and Arun put it to the audience to consider the individual goals and motivations of their workforce, their pain points, their preferred communication channels and the required behavioral change.
On an individual level, what does the learning content make them feel, think and do?
The key levers for change should encompass knowledge, skills, motivation and environment. Further consider, which of these categories are most likely to block them or empower them?
Image courtesy of arunpradhan.com
What learning content will best fit the need at hand? To curate off the shelf learning content, re-purpose existing collateral or develop custom learning content in house…or outsource?
Factor in the performance outcome you are looking for…is it targeted towards skills or to knowledge?
What format is best fit for purpose? Incorporate scale, audience, longevity of the learning content, technology accessibility requirements…How can the training be delivered just enough, just in time, close to workflow?
Somewhat of an information overload! Scaling this back and taking lessons from L&D’s relationship with data – Towards Maturity, what data should we be tracking?
To measure real impact to the individual with a positive knock on effect to the business we need to reach further into the business and establish performance metrics. Possibilities emerge when correlating learning behavior with business performance data. Read more about L&D’s relationship with data.
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