1.
4 lenses to learning methodologies
Adopting innovative learning methodologies can help
ensure that employees are invested in learning and minimize the gaps between
learning and application. Here are 4 lenses that organizations can look through
to identify learning methodologies that work best for them.
The business of managing people has come a long way – From
Welfare Officers in 1890s, Labor Managers in 1910s, Personnel Managers in 1940s
and HR Management in the 1980s. Since the late 1990s, the term “Strategic HR”
has been used to describe the role that HR should play in accelerating and
enabling business goals. At Converge 2016, Animesh Kumar, Head – HR, Brand and
Foundation at IDFC Bank highlighted the evolution of HR practices in the recent
years and spoke about the approach of the bank towards talent transformation.
Phenomenon based learning
One of the best ways to ensure that employees are deeply
invested in learning is to ensure that it solves their problems. Phenomenon
based learning, built on exactly this foundation, focuses on motivating
employees to bring forth a real life scenario – any current situation or event
in their world and then analyzing it through an interdisciplinary approach.
Taking this concept from the education system in Finland, coaches/mentors could
be aligned to the team of employees undergoing this learning intervention, who
can provide an expert opinion – but it’s the employees’ ideas, questions and
theories that are the starting point to the discussion.
Key Benefits – Employees are involved since it solves their
problems, interdisciplinary approach
Action learning
Lights, camera, action! Every employee is their own
director, and getting them to learn what you want them to, is only possible if
it supports the “action.” Providing that seamless experience of learning and
the application of it to the work, action learning presents the “Bring your
work to training” concept. Ray Carvey, Executive Vice President of Corporate
Learning and International for Harvard Business Publishing shares that they design a program
for senior leaders and high potentials which they call “action learning” as a
project. Employees dedicate 3-4 hours a week to take work and apply what they
learn as a part of the design. And the rest of the week is for them to think
what they learned and practice it. Bringing in this thought-based application
of learning not only increases employee engagement but also minimizes the gaps
between learning and its application.
Key Benefits - Minimized gaps between learning and
application, employee engagement
Pervasive learning
Learning can happen anywhere, anytime. Learning expert Dan
Pontefract says, “Pervasive learning is learning at the speed of need through
formal, informal and social learning modalities.” As the boundaries between
work and home blur rapidly, the concept of pervasive learning is gaining
popularity. Organizations using this technique enrich an employees' environment
with as many opportunities to learn as possible. And the key to providing that
on-the-fingertips reach beyond physical boundaries is technology. Leveraging
technology to tweak the way employees can access learning content and make
learning engaging is important to cover the 360 degree world of employees. Such
initiatives, beyond engagement, also enhance employee retention and learning
experience.
Key Benefits – Enriched employee environment,
on-the-go learning, enhanced employee experience
Adaptive path learning
Every moment we are creating a huge (and this is really a
small word) amount of data. It is estimated that we create 2.5 quintillion bytes of data every day –
now that says volumes! As the world is figuring out ways to use this data to
its full potential, adaptive path learning provides opportunities for employees
to carve out personalized learning paths using data-based approach to determine
what works and what does not. Based on the results of how the content is being
consumed, user experiences with similar learning objectives and user preferences,
the learning material will guide through a specific path that yields the most
productive learning outcomes – and this gets smarter with every interaction.
Data helps in making those adjustments and changes.
Key Benefits – Personalized learning, data-driven
enhanced learning outcomes
While these lenses to learning methodologies provide
opportunities for re-designing strategies for learning interventions, one needs
to contextualize them to the organization and see what works best. A common
pitfall that organizations tend to fall into is implementing methodologies in
scenarios which cannot be benefited by them because they are not clear about
the expected outcomes. For example, conducting a broad-based training such as
compliance training through adaptive path learning may not be the best suited
option--but pervasive learning may be. So, figure out what works for you and
happy re-designing!
2.
Charting what's next for learning & talent strategy
Skillsoft's five-stage bench marking framework can help
you assess your current stage of maturity and develop a plan to advance to the
next level.
Research shows that organizations with strong learning and
talent management processes drive business results—more revenue, greater
employee engagement, reduced staff turnover, higher customer retention… the
list goes on. This makes maturing your learning and talent strategy a business
imperative.
But before you can determine how best to improve, you need
to understand your organization’s current state. Skillsoft’s five-stage bench
marking framework can help you assess your current stage of maturity and
develop a plan to advance to the next level.
In this webinar organized by People Matters in association
with Kieran King, Vice President, Global Customer Insight, Skillsoft, the three
following points were discussed:
- The maturity indicators we’ve designed based on observations of thousands of organizations across all sizes, geographies, and industries
- How to diagnose your organization’s present level of maturity
- What are the steps to improve learning and talent effectiveness and ultimately, business results
3.
L&D League Annual Conference: Winners' story
Here's a sneak peak of what our winners of 2015 L&D
Annual Conference shared and what's their learning agenda.
To learn is to grow. And professionally, that's the mantra
employees believe when they want to move ahead in their career and help
organizations win businesses. Here's a sneak peak of what our winners of 2015
L&D Annual Conference shared and what's their learning agenda - what
made them stand out to outgrow failures and accelerate growth.
The L&D League Annual Conference 2016 is
here. Do come and attend the interesting sessions on learning and development
at the L&D League Annual Conference 2016 on 20th October, 2016 at The
Leela, Gurgaon.
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