People are the most valuable asset of a company, with an innate drive to grow and learn. This drive becomes increasingly important to harness since the digital age is radically changing the way we work and posing new expectations on employees and their skills. In order to adapt to these challenges and stay ahead of the curve, a continuous and effective learning journey is critical. We need to go beyond the traditional focus of just skill development, towards providing a holistic and experiential learning journey, which is easy to use and available anywhere anytime.
- Video: How we see Learning solutions
- Did you know?
- Learning supports the new career model
- Why Deloitte
- Infographic: The Modern Learner
At Deloitte learning, we have the right people, skills and experience to help you become a learning-centric organisation. We apply innovative learning tools and ensure that learning is embedded across the organisations through end-to-end solutions.
Within the learning offering team at Deloitte we are looking forward to support you in taking the next step to establish your future learning organisation.
How we see Learning solutions
Did you know?
- "The corporate L&D industry is over $140bn in size, and it crosses over into the $300bn marketplace for college degrees, professional development, and secondary education around the world."
- "1% of a typical workweek (24mins) is all that employees have to focus on learning and development."
- "73% of Swiss executives think that Careers and Learning issues are 'important' or 'very important'."
- "The half-life of a learned skill is only 5 years, and software engineers must now redevelop their skills every 12-18 months."
- "The fastest-growing segment in HR technology spending is now the adoption of new employee learning systems." 1
- "Of all the benefits that employers offer, millennials value training and development benefits above all. 22% desired learning benefits, as compared to 19% wanting flexible work schedules and 14% wanting cash bonuses." 2
- "Only 20% of today’s workforce have the skills they’ll need for 60% of the jobs that will exist in the next five to ten years."
1 Stacey Harris and Erin Spencer, Sierra-Cedar 2016-2017 HR systems survey, 19th annual edition, Sierra-Cedar, 2016
2 Corporate Learning in 2016. Ten Trends shaping the future, Josh Bersin, Bersin by Deloitte, February 2016
Learning supports the new career model
Organisations need to deliver learning that is always on and always available over a range of technology platforms. In addition, the concept of careers amongst employees is changing – with 60-year careers and continuous skill development needed to remain relevant in the job market. These realities are forcing companies to re-think the way they manage careers and deliver the 'always on, always available' learning and development opportunities.
Deloitte’s learning practice is embedded in the overall Human Capital offering. Therefore, it is closely linked to a diverse range of HR topics as well as HR specialists and beyond HR, e.g. Finance Transformation, M&A or Technology. This allows us to get immediate input and feedback from other areas and translate them into new ways of learning. We have a global learning network and expertise that we leverage to handle global scale development, delivery and develop tailored learning solutions. We apply a data driven approach to our learning solutions based on Bersin (http://home.bersin.com/) and other research findings. This allows us e.g. to benchmark the current state of the L&D organisation against Bersin’s High Impact Learning Organisation (HiLO) to identify the organisation’s maturity.
Meet the Modern Learner below.