Learning Solutions

Continuous learning and the move from “push” training to “pull” learning

Learning policies within organisations are undergoing major changes in technology. Today’s college graduates are true digital natives, tirelessly texting thousands of text messages a month, and social media like Facebook and Twitter keep us connected in ways we never imagined. To address the new dynamics of the 21st century and high expectations of younger millennial and generation X workers, companies are replacing their classic formal and scheduled training with more informal and on-demand processes of learning, involving a blend of different learning methods.

Major challenges

Many organisations face major challenges in terms of learning and development:

  • What is the most cost-effective way of optimising learning within the organisation?
  • How can I incorporate informal working and social networking into my learning strategy?
  • How can I encourage my staff to learn and offer them valuable and attractive learning experiences?
  • How can we improve the integration of learning, performance support, on-the-job coaching, peer-to-peer learning and knowledge sharing?
  • How can I use new technologies to convey knowledge outside the classic learning environment?

According to our research, employee development is one of the biggest drivers of retention and engagement. By empowering employees to become equal partners in the learning process, HR organisations can foster a culture of development and growth – driving performance, engagement, and career development.

As a global leader in talent development consulting services, we offer a full range of capabilities, including:

  • Design of learning and development strategy to fully align with the business strategy
  • Optimisation of learning delivery and management through the use of advanced learning methods and the use of innovative technology
  • Development of learning content and resources for integrated learning solutions, including classic and web-based training,  games, mobile learning, social learning and performance support
  • Rationalisation and cost optimisation of learning and development programmes, optimisation of vendor strategy
  • Design, develop and implement technology-based Learning Management Systems to deliver, track and deploy unique learning experiences
  • Design, development and implementation of corporate universities

CFO asks CEO: “What happens if we invest in developing our people and they leave?”
CEO: “What happens if we don’t, and they stay?”

Source: Peter Baeklund resourceful leadership,