Why is the corporate world dissatisfied with L&D?

by Brett Henebery19 Jun 2017

The corporate L&D market has undergone significant change over the last decade, and reports show that the challenges L&D faces are only increasing.

Recent research by Deloitte found 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.

As the score in this instance demonstrates, some big changes are of required of L&D.

So why the unhappiness?

According to Josh Bersin, founder and principal at Bersin by Deloitte, this is because while it is easy to find instructional content on the Internet, the options inside organisations are very poor.

“The primary reason is that most corporate learning environments are built around an older corporate LMS. This only really manages compliance and formal training well,” he told Forbes.

“I'm not saying this world isn't changing fast, but right now we're in the early stages of a major disruption.”

Bersin said his firm recently had two large chief learning officer meetings and almost everyone he and his team talked with said they were struggling to build a “digital learning” experience in their companies.

“The corporate L&D market has been through wrenching change over the last decade,” he said.

“In only 15 years we've come from long, page-turning courses to a wide variety of videos, small micro-learning experiences, mobile apps, and intelligent, adaptive learning platforms.”

Bersin said that today, tools like “Spaced Learning” let employees take only five minutes of training at a time, then curate and send another five minutes the next day, timed for optimum recognition.

“A new marketplace of tools vendors has emerged, most less than five years old, each trying to stake out a new place in the landscape,” he explained.

“These includes tools for external content curation, tools to build MOOCs internally, tools to deliver adaptive, micro-learning content, and intelligent tools to help recommend content, assess learning, practice and identify skills gaps.”

Bersin said these are likely the emerging leaders in the market.

“Platforms like Degreed, Edcast, Fuse, Pathgather, Grovo, and vendors like NovoEd, Intrepid, Everwise, Axonify, Qstream, Practice, and others are reinventing the landscape,” he said.

Bersin pointed out that AI has entered corporate learning as well.

“IBM's new corporate learning platform recommends training materials based on your job, experience, and prior learning,” he said.

“Axonify and Qstream can ‘space learning’ based on your job and prescribe small nuggets just as needed [for sales training, safety training, and even management coaching].”

Bersin said a new start-up he recently met with has software that can read entire manuals and automatically develop tests and quizzes to promote learning.

“Imagine your baristas learning about coffee from the book,” he said.

“We know employees badly need these kinds of tools. Employees are pretty overwhelmed at work, and typically only have 20 minutes a week to set aside for learning.

“So rather than produce two to three-hour ‘courses’ that require page-turning and slow video or animation, we need to offer "learning on-demand" and recommended content just as needed.”

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