By Jim Lundy, Founder, CEO, and Lead Analyst, Aragon Research
Trends in talent management come and go, but the goal remains the same: Attract and retain the best.
The integral role of L&D in achieving this goal is garnering greater attention both within the L&D community and among our HR and executive colleagues.
More and more, learning informs the employee experience.
Employees want more learning, more relevant learning, and more enjoyable learning experiences. They want to gain knowledge on their own time. At their preferred pace. And through ways that support their learning style.
Cue the rise of modern learning.
Historically, workplace learning focused on traditional employee training and development, with activity-centric measures like transcripts and courses completed.
Recently, organizational learning strategies are increasingly driven by desired learning outcomes—that is, the skills, knowledge, and behaviors the organization wanted employees to build—rather than by how to best administer employee training.
Rather than driving learners into and through courses, many learning managers are wondering, How do I deliver great knowledge just in time to deepen the employee experience?
You can modernize your approach by developing learning strategies that shift your training content from episodic and broad to content that’s concerted and individualized.
Hallmarks of the modern learning journey include
Tech Sidebar: What’s an LXP and how can it fuel modern learning?
Modern learning strategies demand modern technologies. They employ AI and dynamic e-learning to inspire users, increase employee engagement, and offer open access to self-managed learning.
To that end, enterprise HR leaders and learning managers are beginning to embrace these modern learning modes and incorporate them into their L&D programs.
Modern Learning Infused with Artificial Intelligence at the Edge
Source: The Aragon Research Globe for Corporate Learning, 2018
Performing as a background layer, AI works to continuously fabricate a comprehensive web of niche technologies that play a role in developing the next wave of modern learning.
Here are 4 pillars of modern learning technology that we at Aragon believe are changing the landscape of L&D—and, in turn, can deliver a progressive and innovative employee experience.
Learners are absorbing knowledge through video content at higher rates than ever before, much of it watched and shared on social media.
While users do watch videos for entertainment purposes, educational content such as demos, tutorials, and how-to videos, are reaching the top of the most-viewed category list. Google’s latest statistics report that how-to videos are one of the top 4 YouTube categories users watch—and growing over 70% each year. Even a broad YouTube search for the term tutorial yields over 1,140,000,000 results.
So what does this voluntary consumption of video content mean for the corporate learning industry?
It means that people want knowledge and learning on demand and just in time.
Video learning is a natural complement to these learner preferences. And what provides learning managers even more value is its ability to improve content retention. Your everyday learner is capable of retaining up to 80% of video content for an average of 30 days. Higher rates of visual recall support the association between learner needs, learning outcomes, and your business goals.
Bottom line: Learners want quick, digestible knowledge and businesses want faster learning outcomes.
Great news—video content enables both.
It’s a buzzword you probably hear a lot.
But just as companies are adopting AI in support of operations or other business needs, they’re also establishing meaningful employee learning experiences through
Among other advantages, AI technologies offer a means for companies to better support self-directed learning—and thereby empower employees to manage their own learning journey.
Learning and development managers are also finding new sources for learning content. As with video, widespread social media use means employees are exceptionally comfortable with creating and sharing their own content.
Because the modern learning model supports collaborative learning, user-generated content—facilitated through a content authoring platform—can be a useful approach to employee development.
And the most valuable outcome you’ll gain? Content created based on employee needs that delivers deep knowledge.
Employee engagement is a top priority for leaders applying the modern learning model, and emerging trends—like predictive analytics—help them to adapt their e-learning offerings to reach that goal.
Video content can generate rich user data beyond basic behavior (e.g., tracking time spent on page). With video—as opposed to written content—comprehensive video analytics can expose how long a video was watched, geographies from which the video was watched, and which scenes were the most popular.
For example, pinpointing the exact moment users skip content may reveal learner preferences for content length and delivery style (think interactive demos, scenarios and simulations, or talking heads).
Over time, predictive models allow you to exploit these historical patterns to anticipate future learner behavior and opportunities, and to predict how well new learning content will deliver the outcomes you need.
Experts have their eye on other technologies that may advance learning and business value even further—exciting innovations like deep learning, a subset of machine learning.
As we track forthcoming trends and innovations, now is the time to explore and augment your learning program with these 4 pillars of the modern learning journey.
Your employees—and your business leaders—will thank you for it.
This post originally appeared on The PeopleFluent Edge.
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