The importance of people and people teams and how they communicate, collaborate and learn within an organisation has never been more important.
The nature of traditional work is changing as we experience a radical shift in the structure of the workforce and the re-inventing of the definition of work itself.
From the factory floor to the C Suite the use and application of technology is transforming the way we learn and the way we work. The traditional classroom is dead as companies change the way they connect and engage with learners through the smart application of new technologies..
In today’s hyper competitive business environment, creating 21st century advantage starts with investing in your people. Top companies would rather invest in an A team with a B idea than a B team with an A idea.
Our world is in a state of C change and businesses are experiencing VUCA – Volatility, Uncertainty, Complexity and Ambiguity. With this unfolding at an accelerated rate Lighthouse Learning is a strong light on the headlands…helping your business navigate the stormy seas and guiding you safely towards digital learning solutions that will create positive impact and results.
Lighthouse Learning has identified the convergence of 3 key trends that are transforming traditional learning within organisations. Our 3Ts include Talent, Technology and Training and combined they form the cornerstone of our Smarter People, Smarter Business philosophy.
The smartest companies know that to compete and win they need to attract and retain top talent. Organisations can gain a powerful competitive advantage by tapping into their talent and learning how to effectively organise, educate and lead it.
The ‘gig’ economy is blurring the lines between on-demand and traditional employment. Attracting and maintaining the best talent is vital. Special attention needs to be given to implementing organisational structures, processes and systems that will help manage and support the performance of an organisation’s human capital.
Today talent management is more than just attracting and retaining talent. It is about building and
enhancing employee potential which automatically supports the organisations in meeting its goals
Millennials, are now the majority of the workforce and have very different expectations for their careers and employers. Most have never known a world without the web and increasingly expect their educational experiences to tap into and mirror their online experience. Already equipped with an array of web devices they dynamically augment their work, learning and personal lives using Google, YouTube and an array of social media tools.
Knowing more about companies than anyone ever did before, they can make more informed decisions; and research shows they are attracted to employers whose brands they admire and invest in their employees.
For this reason L&D has become the ‘Engine Room’ of an integrated Talent Strategy. This is because learning touches nearly every part of the organisation and talent cycle.
- Learning via induction is critical to on-boarding new recruits and reducing time to competency
- Learning opportunity is a critical factor in employee engagement and retention
- Learning is a key tool for raising performance
- Learning is core to developing existing staff and building future skills
- Learning is central to individual career advancement and
for building organisational capability
The widespread use of information technology (IT) and, in particular, the mass popularisation of the Internet, Smartphones ,Tablets and Social Media has meant that new opportunities have been created that transform traditional learning in the online world. New technologies have also improved content enabling the design and animation of immersive high definition 3D content that places the user virtually within the learning environment.
This means organisations need to fundamentally re-think how to optimise learning, information and communications by embracing new technologies across multiple devices within a fast paced and wireless work environment.
Investing in Digital Learning has 5 Key Benefits:
- People prefer it
- Simply more effective
- It cuts costs
- Faster delivery
- Environmentally friendly
With extensive experience developing training and online training for global companies Lighthouse Learning has developed a robust proprietary Learning Management System (LMS) called RockSolid that can be used to house & manage your organisations learning online.
This creates a highly capable platform for delivering a comprehensive digital learning providing individual workers and teams with:
- access to interactive self-paced multimedia instruction
- assessment of knowledge and skills,
- performance support materials such as references, job aids, etc.
- online communication with instructors, experts and colleagues
- and provides a performance support environment for ongoing learning
Technology is enabling companies to set up Digital Learning Ecosystems which effectively moves the conventional classroom towards a connected cloud based community. This enables the company to build up a powerful knowledge base that can be easily accessed by staff to update and refresh learning anywhere, anytime and across any kind of device.
The Digital Learning Ecosystem becomes highly adaptive and enables companies to capture, maintain and share knowledge through flexible networks as opposed to the linear more hierarchical models of old. Information now becomes more synthesised connected and converged, new patterns and forms emerge, expanding the utility and application of the learning content.
Organisations that fail to develop their employees could be doing damage not only to morale, but to the bottom line as well. that This can jeopardise not only success but also survival.
Although employees are regarded as the organisation's most valuable asset...when times are tough management training and development budgets can be the first to be cut.
Training is often perceived a soft skill, but if smartly implemented... has a hard commercial edge.
The American Society for Training and Development (ASTD) collected training information from over 2500 firms and found that companies that offer comprehensive training have:
- 24 % higher profit margin than those who spend less on training
- 6 % higher shareholder return if the training expenditure per employee increases by $680
- 218% higher income per employee Vs those with less comprehensive training
In many organisations training has been stuck in the HR function and hasn't triggered the company wide performance change and Return on Investment expected by senior management. It's critical the HR Management evangelises and demonstrates a clear connection between an investment in training and real results.
Recent research on Measuring Knowledge Investment on the Goals of Learning & Training Departments highlighted the following priorities:
90% - Improve Productivity & Performance
69% - Converting Knowledge into Business Outcomes
67% - Education and Growth of Employees
A strategic approach to Digital Learning helps Management identify Objectives and design and roll out programmes that support cross unit integration while driving performance and achieving goals.
Digital Learning is also a faster more affordable training option and creates a Learning Hub and Online Platform platform that empowers staff and enables management to monitor performance and results.
The convergence of Talent, Technology and Training is fundamentally disrupting the old learning paradigm. As Patty Woolcock, the executive director of CSHRP, the California Strategic HR Partnership, says:
“The future of learning is three ‘justs’....."just enough, just-in-time, and just-for-me.”
This means that learning & development is going to have to be just as agile as the workforce — where speed, flexibility and innovation are key. It means that more learning will happen in teams and on platforms and devices where training can be delivered any time, any place, at the user’s convenience.
How you act now will shape the future performance of your organisation.