The learning technology space was already substantially complex and vast prior to the pandemic, but once in-person learning was put on hold, organizations needed to reassess their entire approach to learning technology. For many, this has meant creating or recreating a brand-new technology ecosystem to meet the needs of a dynamically shifting workforce. A wave of attrition, disengagement, and widening skills gaps has put an enormous amount of pressure on organizations to select the right technologies to execute a modern, agile learning strategy.
In an environment where a simple set of well-defined tools like an LMS and an authoring tool won’t be enough, companies need to get a better understanding of what is available and what makes the most sense for their learners and the business. When assessing their technology needs, it is critical to consider the entire spectrum of learning. This means everything from onboarding to leadership development, compliance to skills development, and everything in-between. The complexity of the technology landscape means that organizations need to be highly prepared to navigate if they want to be sure they are deploying the right solutions to execute their learning strategy.
To do so means gaining an understanding of their learners’ digital literacy, the appetite for new technologies and the organization’s ability to support and manage multiple solutions from multiple providers. It also requires an understanding of the different tools available, the roles they play, and how it all works together.
Brandon Hall Group has recently published a report in partnership with SumTotal that explores how L&D teams can build the business case for creating their own next-generation learning ecosystem. This Business Builder looks at everything from the business need for better technology to the impact that it can have on business outcomes. It also goes through each element of building the business case and provides an analysis of the various stakeholders.
If organizations want to demonstrate the impact learning is having on the business, they will need to strongly align their learning approaches — and the programs they produce — with business outcomes. Otherwise, learning will continue to operate in a vacuum. Understanding the needs of the business and incorporating those with the needs of learners will help supercharge learning to drive organizational performance.
David Wentworth, Principal Analyst, Brandon Hall Group
About Brandon Hall Group Inc.
Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era. For over 28 years, we have empowered, recognized and certified excellence in organizations around the world influencing the development of over 10,000,000 employees and executives. Our HCM Excellence Awards was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.” Our cloud-based platform delivers evidence-based insights in the areas of Learning and Development, Talent Management, Leadership Development, Diversity and Inclusion, Talent Acquisition and HR/Workforce Management for corporate organizations and HCM solution providers. To learn more, visit https://www.brandonhall.com For information on Brandon Hall Group’s research and how we can assist your organization, please visit www.brandonhall.com
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