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Corporate learning development

A new paradigm for corporate learning and development

​Say goodbye to standalone training programs. Corporate learning platforms that integrate development strategies, processes, and tools into your day-to-day business are where the real value lies.

The corporate learning paradigm shift

With the low rate of an employee’s length of service, linear career paths and functional silos are no longer sufficient to meet the needs of companies and workers in the digital age. In order to be effective, the modern work experience must deliver an integrated, always-on corporate learning and development experience. Rather than helping employees to progressively climb the ladder, it's about helping them to continually evolve and amass a "constellation" of capabilities and experiences.

However, corporate learning departments have not traditionally been set up to provide the seamless, interactive, and iterative learning experience necessary to support an agile organisation and its rapidly evolving workforce. In our view, a new kind of corporate learning platform is required to deliver real employee and business value.

A disconnect between development programs and today’s career paths

Though nearly three-quarters of respondents indicate that career paths in their organisation are not based on a traditional organizational hierarchy, almost half still base their development program on the skills needed for these defined paths.

Source: Deloitte Global Human Capital Trends

The learning ecosystem

The learning ecosystem is made up of strategies, processes and tools that integrate so seamlessly into your business the learning function itself becomes invisible—not because it is less relevant but because it has become interwoven into the DNA of your organisation.

The ecosystem components are united in a common purpose: to connect people in near-real-time with the information they require to add value to the business and to expand and stretch their capabilities.

Certain dynamics are central to approaching learning as a platform rather than a stand-alone function: 1) developmental agility, and 2) informational empowerment.

Developmental agility

​Developmental agility entails giving individuals, teams, and organisations the room they need to grow and produce desired business outcomes. It includes removing traditional barriers—such as functional silos, career paths, and finite job descriptions. It also involves enabling new perspectives from which people can envision innovative solutions to entrenched problems.

The hallmarks of an agile development process include career experiences, agile teams and incubation, and organisational analytics and outcomes.

Informational empowerment

​Thanks to the Internet, employees expect to have ready access to relevant information or to the people who can provide it, with minimal restrictions. An effective learning platform fulfills these expectations by supporting multidirectional information flow such as visibility into performance data, access to relevant content, and connections to colleagues and subject-matter experts. The hallmarks of informational empowerment include employee-driven initiatives, information flow, and feedback loops.

Despite increasing workforce fluidity, there is an implied exchange of value that goes beyond the basics of salaries and job descriptions. Informational empowerment is the foundation of this two-way value proposition.

The future of corporate learning

In the age of knowledge capital, organisations that approach learning as a platform will increasingly have a competitive advantage,  both in terms of improved business performance and better talent acquisition, development, engagement, and performance. We can help you achieve this with Develop, our learning and development offering.

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