We are at the epicentre of transformations both at a personal and organizational level. Organizations are focused on reinventing themselves to adapt and flourish in the new norm. Studies by industry experts like Deloitte, Mercer and Aon Hewitt have thrown the spotlight on learning and skilling as the main drivers for this transformation.
Deloitte’s recent study states, “A system that invests not just in workers’ near-term skill needs but also in workers’ long-term resilience can help build long-term organizational resilience in a world where the only constant is change.”
According to a recent Mercer Study, “Most companies (85%) expect technological transformation to continue as a primary business disruptor.”
A recent McKinsey article says, “Amid crisis disruption or when preparing for the next normal, quickly delivering practical flexible learning can help shape a business’ recovery profile”.
So, in a nutshell, industry leaders opine that employee development is crucial to building a resilient organization poised for growth despite changes. What is needed is the right medium to bring about this transformation.
What are the hurdles to a successful L&D program?
Deloitte’s Modern Learner of the pre-COVID era depicts a harried and hassled individual who’s struggling under a deluge of information with not enough time to absorb anything of value.
Here’s a depiction of the classic overwhelmed, overworked 21st century learner.
The COVID-19 crisis has now added health and livelihood concerns to this mix.
How do you structure an L&D program that can rise above this cacophony and be heard?
You’ll have your employees on board and raring to go once you’ve addressed this very simple question. It’s a question that most individuals are likely to ask when presented with a skilling and training program.
“I get that this program is for the company’s overall success, but what’s in it for me?
Elite’s career path recommendation engine is your answer to this question. Each individual’s learning path is set to achieve his personalized career goal. Elite presents the learner with multiple career paths based on his current skill set and interests. Once the learner fixes on a career path, the journey is broken down into biteable portions or skills. The learner is not overwhelmed with information. The individual is encouraged to complete the journey one skill at a time. Learning is made more personal as the individual can choose to learn what he wants to, when he wants to. He can even choose from thousands of learning resources – podcasts, webinars, articles, courses and videos.
Elite has been built on the philosophy that humans respond better when they are presented with an achievable and tangible goal.
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