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Enterprise Learning Cultures Aren't Just Smarter - They Outperform All Others
Enterprise Learning Cultures Aren't Just Smarter - They Outperform All Others
Enterprise Learning Cultures Aren't Just Smarter - They Outperform All Others
Organizations that understand the technologies, trends and forces shaping learning and development will not only hire and retain top talent, theyll win in the marketplace too.
ENTERPRISE LEARNING CULTURES AREN'T JUST SMARTER - THEY OUTPERFORM ALL OTHERS
The research is clear: organizations with strong learning cultures outperform their competitors. Enterprises that emphasize ongoing learning and development also understand that these activities are the primary drivers of increased engagement, productivity and performancethe winning combination in todays highly competitive global marketplace. Judging by their increased training spend, employers are embracing these realities enthusiastically. Despite a persistently challenging economy, U.S.-based employers spent more on training during each of the last two years10 percent more in 2011 and 12 percent more in 2012. These statistics were reported in The Corporate Learning Factbook 2013, published recently by Bersin by Deloitte.
research is clear: organizations with The strong learning cultures outperform their competitors.
According to the research firm, which has conducted studies on corporate learning and development (L&D) over the past several years, organizations with strong learning cultures outperform their peers in several crucial ways:
Given statistics like these, its no wonder employers are spending more on L&Dand ensuring the learning sticks. But these budget increases arent the only development worth tracking. In fact, several noteworthy trends shed light on how dramatically learning continues to evolve within todays organizations and where employers must focus in the years to come.
More and more companies will tailor the learning experience to both the needs of the organization and the employee. Companies that want to sustain growth will ensure that their L&D offerings are directly aligned with the organizations business strategy (i.e., driving growth by driving employee engagement and performance) but they also will tailor L&D opportunities in ways that will retain top performers, giving them the skills they need to excel personally in a fast-paced, competitive marketplace. In addition, employees who utilize on-demand learning will seek out content that is relevant and contextual to their immediate needs; theyll want an appropriate amount of information (not too little or too much) delivered immediately so they can put their new skills and knowledge to use once their training session is over. For their formal learning, employees will want a customized development plan tailored specifically to their job requirements and personal career goals.
U.S. companies spent 39 percent more on social learning in 2012 than they did the year before, according to Bersin by Deloitte. And we have every reason to believe this trend will continue. Organizations that wish to drive employee engagement and performance to meet business goals will become increasingly effective at creating and leveraging employee networks, disseminating knowledge across functional areas and throughout the company at large, and effectively creating informal mentoring by linking internal subject matter experts to younger and less experienced employees. Another benefit of social and informal learning is that both can be extremely
ENTERPRISE LEARNING CULTURES AREN'T JUST SMARTER - THEY OUTPERFORM ALL OTHERS
To support all of this unstructured, on-demand, social and informal learning, employers will embrace cloud-based solutions and the use of mobile devices to greater degrees. SaaS and mobile are essential for delivering increased amounts of streaming video, digital content and other types of new media. Additionally, the use of SaaS and mobile will give employers access to useful L&D-related data, which their learning management systems will be able to track and sift for useful insights. Employers also will look into virtualization, gamification and 3D technologies, especially as they become less expensive during the coming years. These technologies will help organizations deliver scenario-based learning to better engage learners and grow the skill sets theyll need to keep their companies ahead of competitors. Naturally, SaaS solutions and mobile devices will generate security concerns for employers. In terms of L&D, employers will be challenged with managing the suitability and accuracy of the information that employees create and share. But L&D is just part of the larger picture. Gartner estimates that by 2017 more than half of all companies will require their employees to supply their own smart devices to do their jobs, and by 2018 70% of mobile professionals will conduct their work on personal smart devices. Clearly, the need to secure internal dataeven as it is being shared over non-protected networkswill be a top concern for L&D and the organization in general.
To support the rise of on-demand learning, employers and vendors alike will devote greater attention to making learning tools and resources easier to use. After all, on-demand learning must be fast and relevant from the employees perspective or it simply wont engage them. And from the employers perspective, on-demand learning tools and collaboration platforms must be easy to use and quickly solidify user adoption if they are to successfully convey the knowledge and skills workers need to complete their immediate tasks. In light of all this, an organizations learning professionals will play an instrumental role in determining which tools actually live up to expectations and work best to support learners. Rather than function strictly as trainers or administrators, these individuals will become learning facilitators, even mentors. Theyll evaluate tools and programs, theyll help to identify their organizations subject matter experts, and theyll be responsible for ensuring that employees have access to the right educational content in all the right places and at all the right times.
The question is what is your organization doing to become a highperformance learning organization?
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ENTERPRISE LEARNING CULTURES AREN'T JUST SMARTER - THEY OUTPERFORM ALL OTHERS
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