2022 CLO Paradigm Shift: From Learning To Performance

2022 CLO Paradigm Shift From Learning To Performance

A Shift Towards Performance-Based Learning

The last decade has been a boon for LMS tools, with many organizations around the world shifting to remote and distributed teams. In 2020, the global LMS market size was $10.84 billion, and it is projected to grow from $13.38 billion in 2021 to $44.49 billion in 2028. Today, there is a myriad of tips and advice circulated on how to select the right LMS for the needs of one’s organization [1]. Data collection and reporting, usability for learners, and ease of use for administrators all factor into the decision-making process when reviewing various options.

Such tools are advantageous, in that they enable businesses to offer virtual training and learning programs to accommodate all members of the workforce, regardless of where they are located. They simplify the learning process, and their gamification and other interactive features can excite and engage learners. They do, however, miss one critical step—delivering learning just when it’s needed most to each individual and reinforcing this knowledge post-learning. This is why internships and co-op programs are so valuable. They provide students and new graduates a chance to hone and apply their skillsets as they embark on their future career paths.

Are traditional LMS systems dead? Perhaps. Today, modern learning platforms need to shift their focus and take the learning experience one step further. Here is why the future lies in Performance Enablement Platforms (PEPs).

PEP: The Modern Learning And Enablement System

Let’s take a look at an example of learning via an LMS tool. Arlene is finishing up her training as a new sales representative. She now has a solid understanding of the company’s products and is well-versed in finding prospective customers and generating them into leads. She has completed all the quizzes and activities included in her training program, and, armed with the knowledge she needs to succeed, is now ready to commence her new role. Yet, how can we ensure the longevity of her learning so that Arlene continues on the high-performance sales track after her final exam?

This is where PEPs enter the picture—offering just-in-time training that is triggered by live performance results. This is data-driven training that drives performance, creating an agile culture of continuous growth and improvement [2]. It’s a combination of learning with performance that truly makes an impact. Recent research from Rallyware discovered that the implementation of learning with social engagement led to an increase in workforce productivity of only 6%, while the implementation of learning and business activities, in addition to timing and social engagement, resulted in an increase in workforce productivity of 38%!

“Learning management is about connecting the dots between what the learner already knows and what the learner needs to know in order to meet the requirements of his or her job,” wrote LMS and eLearning expert Ed Cohen [3]. “Learning management has nothing to do with the creation of raw media…the final link is with individual performance; a performance management system provides insight into how a learner performed on the job as well as how others perceive that person’s performance.”

PEP Tools For Ultimate Learning Reinforcement

As another example, Carlos also completed his sales representative training. During his training, he is quickly brought up to speed with learning and business activities delivered by just-in-time, social game-like experiences to motivate and engage him through the journey. Following his training, Carlos is frequently sent personalized smart notifications, reminding him to follow up with specific customers, update his contact lists, and check in with certain prospects. He had a slower month this October, with a drop in sales numbers. Not to fear, he is offered some helpful tips on how to boost his sales ahead of the holiday season based on his current pipeline. Perhaps social media is an area in which he is lacking in confidence and expertise—yet there is a need to be socially active with target buyers, as social media is where the majority of his customers are. Thus, Carlos may be offered opportunities to hone and develop his skills in this arena with additional upskilling courses such as “Social Media Marketing 101.”

This level of personalization would not be possible to achieve without data—data collected on Carlos and real-time metrics and analytics that track his performance over time. A PEP would be aware of any gaps in competencies based on prior knowledge of Carlos, his goals and skillsets, and his current progress status. It would spot these drops in performance and deliver performance boosts when necessary. It is this type of learning system that is so powerful—little boosts of encouragement to keep the learning alive, little moments that are integrated within the day-to-day and can have major impacts on performance.

With a large number of companies focusing on driving the performance of the members of their workforce, we predict that PEPs will only continue to see exponential growth in the months and years ahead. So as we head into 2022, let’s rethink the traditional LMS. Let’s shift our focus to learning and performance enablement and take a data-driven approach to help members of the workforce succeed.

References:

[1] Making Decisions About Your Learning Ecosystem

[2] 3 Tips to Boosting The Digital Transformation of an Enterprise

[3] Is the LMS Dead?



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