As companies make their way through The Great Resignation in the wake of the pandemic, they must prepare for the wave of onboarding that will occur on the other side. Knowing that many workers will either want or have to stay remote will change how companies approach onboarding new talent. But those changes can lead to a better experience for the learners and better results for the business.
Brandon Hall Group Smartchoice Preferred Provider EI Design developed a framework for building a Learning and Performance Ecosystem. Their integrated approach to learning and performance is designed with the learners’ needs in mind and always driven by key outcomes — for individuals and the business. This sets the proper foundation with a focus on the right metrics. EI Design then helps their clients choose the right evaluation model to measure impact. The goal is to take a holistic approach and drive performance and behavior change.
L&D teams must put serious effort into auditing the entire function. Many organizations gave up on this practice, saying they have tried but to no avail. But a solid audit can help assess L&D’s alignment with the business, training’s ability to meet objectives, and the L&D team’s efficiency in designing and delivering training.
The gap between what it takes to make Level 2 measurements (the degree to which participants acquire the intended knowledge, skills, attitudes, confidence and commitment) and Level 3 measurements (the degree to which participants apply what they learned during training when they are back on the job) is massive. It is a leap many companies are unwilling or unable to make. Most L&D teams are already completely overwhelmed, even with the minimal measurement they already do. That’s why it is often necessary to enlist some help.
To prevent what occurred in so many organizations suffering the “Zoom fatigue” brought on by an endless stream of video meetings, L&D must take a more thoughtful, holistic approach to creating and delivering learning for a hybrid workforce. It starts with recognizing learning’s place in the overall employee experience and ensuring it is enhancing that experience rather than detracting from it.
L&D must establish itself as a guiding light in unfamiliar waters. This is critical as organizations see an increased demand for upskilling and reskilling to improve internal talent mobility — especially since just more than one-third of companies believe they are prepared to develop the skills they will need in the future. Business is moving too fast and the workforce is too busy, distracted and now geographically dispersed for traditional training models to be completely effective.
One outcome of the pandemic has been the complete transformation of the workforce. A huge shift to remote work followed by an inconsistent and uncertain return has fundamentally changed the look and dynamics of the workforce. Companies must now mange a flexible, variable, hybrid workforce at a time when upskilling and reskilling these employees has become critical.
In the process of reexamining their approach to learning and development, companies have been looking at their strategies, technologies, and processes to uncover ways to better develop the workforce and close skills gaps. What really needs to happen, though, is for the organizations themselves to make a shift, developing and sustaining a culture of continuous learning.
While much has been written and said about the pandemic and its impact on organizations, it represents a once-in-a-lifetime inflection point for L&D’s role in the business. This newly elevated,…
A Brandon Hall Group Smartchoice Platinum Preferred Solution Provider, EI Design, has developed a model that includes many elements from existing models to give companies a granular framework for successful measurement. It is designed not only to help companies determine the learning’s impact on business outcomes but also help identify the “learnability” of their programs. In other words, companies can discern how quickly and proficiently learners attain information, knowledge or skills — both initially and over time.