If there’s one thing there is no shortage of at the moment, it’s information. We are all drowning in it. A similar scenario is playing out within many organizations and their learning content. Old, new, custom, off-the-shelf, learner-generated … it seems endless. But, as in most cases, there is no such thing as too much of a good thing. It can be a daunting task for admins, subject matter experts and learners to make sense of everything available to them. And it’s not just the learner experience that is affected.

Content overload means that the task of getting the right material to the right people when and where they need it can be challenging, time-consuming and costly. At a time when L&D teams need to stretch their budgets as far as possible, it makes sense to find areas to boost efficiencies and ways to prove ROI. The sea of available content is just such a place to look. According to Brandon Hall Group’s Learning Benchmarking Study, content accounts for about 25% of the L&D budget on average, reaching seven figures in many large organizations. Does your organization really have a handle on what you’re doing with that spend?

Thinking more intelligently about the right learning content rather than buying more of it solves two huge challenges for companies. Firstly, identifying duplicated content spend and finding more efficient libraries that better match your learner needs can generate huge cost savings from new efficiencies. Secondly, digging deep into skills definitions and metadata makes it easier to map content to the skills that the business needs to be successful and make tangible ROI an achievable reality.

Additionally, when content is not adequately mapped to the needs of the business, legacy content is hard to find and use, and often gets recreated or left to decay. This duplication of efforts presents another layer of inefficiencies. An intelligent content strategy filters out the noise and gets people moving more quickly toward reskilling and upskilling.

Speaking of filtering, I will host a webinar at 1 p.m. Tuesday, Sept. 28, with Marc Zao-Sanders, the CEO of a company called Filtered. We will look at some of the pitfalls and challenges that companies face when it comes to getting the best return on their learning content spend, as well as strategies and tools for digging out. 

David Wentworth, Principal Learning Analyst, Brandon Hall Group @davidmwentworth

 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 27 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.

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David Wentworth

David Wentworth has been a senior research analyst in the human capital field since 2005 and joined the Brandon Hall Group in 2013. He has authored reports and articles on various human capital subjects with an emphasis on workforce technology. He has contributed to several reports published by ASTD, including authoring Mobile Learning: Learning in the Palm of Your Hand, The Rise of Social Media: Enhancing Collaboration and Productivity Across Generations, and Instructional Systems Design Today and in the Future. His work has also appeared in Compensation & Benefits Review and T+D Magazine.