Workplace learning through integrated learning systems has become the need of the hour. It enables an organization to retain, attract, and engage its employees. According to the latest PwC’s Global CEO Survey, future revenues, upskilling levels, and economic optimism are deeply correlated. For the global growth of the coming months, around 38% of CEOs who are early on the upskilling progress reported they are confident about their company’s revenue growth in the upcoming months. However, 20% of CEOs with comparatively lower upskilling progress did not show confidence in revenue growth.1 So, according to the findings, CEOs who focused on combating the problem and taking necessary action were more confident than those who had just started their upskilling journey.
So, it will be safe to say that the changing times necessitate workforce Transformation and upskilling of the teams. And managed learning is one of the best ways to build a robust learning environment that can result in better L&D.
L&D teams should focus on the following areas when leveraging integrated learning systems for an impeccable learning experience for their employees and teams –
1. Using Data for a Sustained Upskilling and Reskilling Experience
Data is essential for finding the best growth opportunities and the skills that need to be improved to enhance the productivity and efficiency of employees. Reskilling, outskilling, and upskilling are key strategic priorities for most organizations. And blending external benchmark data with contextual data brings enormous advantages.
The insights gained through the data help the L&D teams to build better workforce management strategies. Relevant data is also helpful in determining talent analytics capabilities that can help the L&D teams achieve business credibility and prove their competency.
Moreover, L&D teams can use data about individual employees to bring contextualized and personalized content to the table for managed learning. Individual data comprises a person’s activities and performance in various events, projects, or tasks. It also takes their job performance and personal aspirations into consideration.
Using data in designing the instructional content allows organizations and L&D professionals to construct suggestions and arguments for supporting focused reasoning based on their experience.
2. Automating and Optimizing Learning Operations for Implementing Best Learning Practices
When digitizing learning processes, the L&D teams must ensure the implementation of automated and optimized processes. They need to focus on two significant aspects to ensure the successful implementation of integrated learning systems – first, letting go of the process-driven mindset and, secondly, adopting the process that starts with the learners’ experience.
The teams also need to consider the learner personas for identifying the crucial moments. Finally, they need to map the desired experiences for implementation for the personas (like in onboarding programs once they can consider the individuals’ workflow and leadership development journeys). It helps determine the opportunities for more efficient, effective, and user-centered learning.
The next important thing to consider here is delivering value-adding activities that offer learning support in the workflow. Implementation of the best-practice processes through partnerships helps in expanding the learning network. It not only enhances employee performance but also helps in improving the status quo.
3. Redefining Knowledge and Learning Resources for Better Content Management
The major challenge faced by organizations is offering task-level content. Integrated learning systems ensure effective delivery of the contents by measuring, monitoring, and maintaining a wide range of management and assessment tools existing in the system. They also help individuals manage Learning systems while meeting the immediate learning requirements of the clients.
Learners’ failure to find the right learning content and courses relevant to their tasks or job is a significant pain point. Fortunately, integrated learning systems can help combat this problem through metadata alignment and portfolio rationalization across the entire learning content.
4. Reskilling L&D Experts
Today, the roles and responsibilities of L&D teams are no longer limited to managing sourcing training courses or learning programs. Instead, they play a significant role in transforming the workforce by delivering and designing learning experiences. Besides, they also bring learning into the workflow.
However, new and advanced L&D skills are required, focused on quality content sourcing, establishing communities or connections, leveraging analytic and data insights, and more. Additionally, shifting to project-based work requires more effort from the L&D professionals. Therefore, their initiatives should be targeted toward improving team effectiveness. You may check the integrated learning systems example to understand the concept better.
L&D upskilling is related to expected technological advancements in the coming years. Integrating learning in the workflow and achieving super learning, the new tech tools will come in handy to the L&D experts responsible for designing the content. Soon there will be a point when the L&D professionals cannot achieve the workforce transformation through manual efforts.
Instead, they’ll need to leverage the new tech solutions intelligently to connect user interaction, profile, and contextual data. In addition, it will help them in finding contextual solutions which fit the organization’s learning system’s needs.
Conclusion
Workforce transformation requires multi-step, careful orchestration in significant areas such as those listed above. The transformation is also essential for future-proofing as it prepares the organization for innovation and growth while helping them prove its credibility and competence in the market.
For the integrated Learning Systems to be influential L&D professionals, they must re-imagine the learning culture. Focusing on the growth mindset may immensely benefit both teams and individuals. Also, enhancing the capabilities of individuals in selected areas ensures a successful and thorough transformation.
Efforts should be made to drive performance and productivity improvements across multiple organizational levels. The individuals opting for the status quo may fail to reap the advantages the changes would bring them.
