What intelligence-driven learning means for L&D

by Brett Henebery17 Jul 2017
Over time, corporate learning has evolved from being manager-led process to one in which learners have greater control over how they are trained.

However, recent research by Deloitte shows that while corporate learning is on the rise, so are the challenges associated with it.
The Deloitte report showed that corporate L&D received a net-promoter score of -8 from more than 700 HR professionals. A “net promoter” is a simple survey sent to a customer at any point in the support process that asks the customer to rate the vendor on a scale of one to 10 in terms of how well the customer would recommend this vendor to others.
However, the advent of intelligence-driven learning could offer some solutions.

Intelligence-driven learning involves a system proactively tracking an employee data in terms of their career path, interests and role, and then recommending content to them in a personalised way.

This helps organisations not only better understand where employees are at in their training but to identify areas for growth and even boost the chances of long-term retention.

One educational technologist says the role of Learning Management Systems (LMS) is crucial in this context, but warns that many organisations continue to use “monolithic” systems that cannot accommodate this kind of tracking and analysis.

Geoff Thomas, vice-president of Asia Pacific at D2L – a global education technology provider – told L&D Professional that these LMS’ are doing little to drive employee engagement, retention and competition for talent – the very areas which he says are rapidly changing.

“As Millennials enter the workforce and baby boomers leave, there is an increasing demand for a more flexible and valuable type of corporate learning,” he said, adding that early signs of this shift are being seen in schools and universities, which are measuring student data to improve outcomes.

“Similarly, corporations are beginning to see the value in intelligence-driven learning for improving staff retention and performance. A traditional higher education environment is, in many ways, a ‘hub and spokes’ model where the teacher is the hub and the learners are the spokes.”

Thomas said that in a corporation, everyone is a learner and a teacher, meaning that everyone can be an expert in their particular field.

“We think that the traditional corporate LMS’ aren’t built to allow this kind of a system to flourish,” he said, adding that this is where D2L’s LMS comes in.

“For years, D2L’s Brightspace LMS has been providing higher education providers with learner-centric models, deep analytics and personalisation. We’re now bringing that paradigm to the corporate market so companies can better target ways to improve employee performance,” he said.

“There are a lot of niche players in the market, which can be a headache for a monolithic corporate LMS – so that’s why we think there is a lot we can offer.”

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