Employee expectations regarding organisational learning mirror their experiences in how they consume content outside of work. In a study conducted by CEB of over 90K learners, 77% of employees reported they do what they need to do to learn effectively. 69% of employees regularly seek out new ways of doing their work from their co-workers and 66% of employees expect to learn just-in-time.
Learning and development (L&D) teams are now trying to meet the demands of today’s corporate digital learner who is impatient, tech-savvy, disrupted and on the go. Yet most existing L&D efforts don’t engage this type of learner. Historically the focus has been on redesigning content to make it more enjoyable and engaging by leveraging formats like virtual, and e-learning. But with the wake of the Modern Learner, L&D teams are realising that making content better doesn’t solve for the demands to make the learning experience effortless, continuous and personalised to each persons’ needs anytime, anywhere.
Organisations that encourage their employees to share their knowledge through blogs and Wiki’s have found increased levels of engagement as these employees experience a greater sense of belonging as a result of their contributions. It is also a way of retaining knowledge within the organisation when employees who have shared their knowledge leave the organisation.
The point is, L&D in the past has been a one-way street and HR applications have traditionally been designed to place the burden of strategy and execution on HR & L&D. But as I speak to customers who have migrated to modern HCM applications, the secret sauce lies in cultivating a strategy and platform that puts accountability into the workforce, front-line managers and leadership. A successful learning platform will empower the entire workforce to produce engaging content, make learning enjoyable and be intelligent enough to know what all users expects to learn next.
The concept of spending hours, days and weeks on training courses and then finding that they only remember approximately 20% of what has been taught and much of what they learn has become redundant within a short period of time due to ever-changing technology and processes is unappealing to today’s learner. They are accustomed to learning what they need to know from the likes of YouTube and TED videos where relevant information is given in short (5-10 minute videos) and is available whenever they need it.
Oracle understands that people don’t want to be trained all the time, they want to train themselves and are positioned to thrive in a digital communal setting that traps and evolves their knowledge over time. That’s what’s most compelling about Oracle’s Learning Cloud is that it has delivered innovation to do just this. With Oracle, HR and L&D can:
- Engage the Modern Learner: meet the demands of the workforce with effortless learning that’s personalised and accessible anytime, anywhere
- Make Learning Relevant 24/7: enable continuous knowledge transfer with recommended content and easy content discovery via peer-to-peer content posting and sharing
- Blend Traditional with Modern: easily manage and deliver content using flexible tools and embed learning into HR talent processes
We’ve reimagined learning to be just like the consumer experience, if not better. Where the system leverages adaptive intelligence to generate recommended content based on job profile and behaviour resulting in an always-on personalised experience anytime, anywhere. SMEs and employees can easily capture, share ideas and best practices to enable knowledge transfer across the entire workforce resulting in a social, collaborative enterprise-wide learning experience. In return employees, are now empowered more than ever to manage their reputation and be recognised for the impact of their contributions while HR will have real-time insights into content consumption trends and key influencers – a win-win for everyone in my humble opinion.
By Ronnie Toerien, HCM Sales Development and Strategy leader, Oracle Africa