Learning plays a key role in engaging and retaining your top talent. Leading organizations are now seeing the value of building strategies to improve capabilities and engaging their talent, with one-third of companies reporting an increase in their learning budget(1).

Nowadays the pressure is on the L&D and OD functions to be the champions of building lasting relationships with employees and making learning stick.

Let’s explore some of the challenges L&D and OD professionals are facing, and ways to address them:

1. Tracking learning activity

Learning professionals are struggling to identify capability gaps and track individual employees’ development. Multiple and disparate learning systems, difficulty capturing on-the-job learning, and lack of alignment with other talent systems is making tracking nearly impossible.

Combat by: Managing learning through a centralised, integrated talent management solution. This will enable visibility to make informed decisions regarding your talent and their needs, and provide a single and accurate view of analytics across your organization.

2. Demonstrating ROI

Without quantifiable results, it’s an uphill battle winning buy-in from senior leadership on the impact of learning.

Combat by: Capturing all information in a single system, supported by in-depth people analytics.  The ability to analyse learning data, report on key metrics and develop insights regarding bottom-line value will give HR and L&D a seat at the table.

3. Ensuring easy access to learning content

Millennials on average check their phones 9 times per hour. The challenge is therefore how to be where the learner is. We have progressed from being location- and time-bound to being available anytime an employee accesses a smartphone, tablet or laptop. Do not get stuck in a time warp of traditional learning.

Combat by: There are more mobile devices than people on earth, so start building mobile-optimised content to engage modern learners! After all, 99% of mobile learners believe that mobile format enhanced their learning(2).

4. Developing new hires quickly and efficiently

It’s no secret that new hires can take a few months to get their heads above water.  90% of new employees make the decision to stay with an organization within the first six months. Learning needs to happen right from the beginning of their employee lifecycle.

Combat by:  Nurturing new hires from the get-go through a fully integrated onboarding process accelerates speed to competency and engages them from the start of their journey.

5. Building leadership bench-strength

The talent pool for highly skilled leaders is shrinking…  Leading organizations are recognising this, with 68% of CEOs saying they intended to increase their investment in leadership and talent development as a result of the global recession(3).

Combat by: Developing leadership internally and building leadership pipelines through formalised, and on-the-job learning and training to engage leaders by enabling them to see a future with your organization.

6. Employees’ attention to learning

Modern learners say they currently only spend 1% of their time at work on learning.  It’s a challenge to get modern learners to attend, actively participate, and complete assigned learning activities because of packed schedules with shorter time gaps between activities(4).

Combat by:  Introducing micro-learning and gamification to reinforce information absorption in a bite-sized, engaging, and entertaining way. With adult attention span by shorter than a GOLDFISH… 8 seconds vs 5 seconds… (5) These learning methods make it enjoyable, as opposed to being a chore, and contribute significantly in driving higher participation levels.

7. Compliance in the workplace

No two days are the same in the compliance world with the ever-changing regulatory terrain causing many L&D headaches.

Combat by: Implementing and managing compliance learning through an integrated SCORM compliant LMS. When adaptations happen, they can easily and efficiently be replicated across the workforce to ensure that all learning requirement Ts are crossed and Is are dotted.

To create effective learning strategies to engage talent, learning needs to be efficiently managed, implemented and measured.  With technology evolving as rapidly as the learning landscape, learning professionals need to be able to ‘speak’ the language of technology.  This becomes more apparent when sourcing and selecting a robust solution to deliver an organization’s training and development needs.

Your solution: Employing an integrated and seamless Learning Management System to support your L&D needs and goals.

 

1 Deloitte’s 2015 Global Human Capital Trends Survey

2 Top 5 Corporate Learning Trends for 2016 Infographic, http://elearninginfographics.com/top-5-corporate-learning-trends-2016-infographic/

3 Making the Business Case for Learning and Development: 5 Steps for Success, Susan N. Palmer, Ph.D Program Director UNC Executive Development

4 Bersin by Deloitte (2014).  Meet the Modern Learner.

5 Top 5 Corporate Learning Trends for 2016 Infographic, http://elearninginfographics.com/top-5-corporate-learning-trends-2016-infographic/