With so much research being produced in and around the area of organisational learning it can be hard to stay on top of what the new evidence is telling learning professionals. That’s why we are going to look at latest research that you can use to develop your practice.
We start with the report Transforming Formal Learning, produced by L&D benchmarking organisation Towards Maturity. Its survey of more than 600 learning professionals and 1,600 learners provides some interesting insights into how formal, face-to-face learning can be transformed using technology.
It is important to note that face to face learning is important to employees (55% say it is essential or very important). But despite the fact 90% of L&D professionals want to improve the effectiveness of face-to-face delivery only 33% are successfully managing to integrate technology into the experience to improve it.
The report shows that technology is the key to rethinking the design of formal learning, changing it from a one-off event to one part of a learning experience. But most L&D professionals are finding it very difficult to do. Despite the fact 96% of L&D professionals want to speed up the application of formal learning in the workplace via technology-enabled learning, only 17% are achieving their goals.
So, what can L&D teams do to change this? The report suggests five areas where L&D can improve the formal learning experience. They are:
- Set clear outcomes, establish clear personal benefits, define clear pathways and provide support, ensuring that learners are connected with each other
- Provide support systems for staff so they can access learning opportunities and colleagues easily, and are given the time to learn
- Set out the personal benefits, so employees understand how learning programmes can have an impact on their career progression
- Provide clear learning pathways, so employees can find their own way through programmes
- Help employees connect by creating a collaborative learning environment. New staff learn best from their managers and co-workers – learning technologies can help facilitate this connection.
The last point is particularly interesting. Technology enables organisations to connect learners through blended the learning experience. According to the research, this blending is delivering:
- More effective face to face learning
- Reduced time to competence
- Faster application of learning in the workplace
And at the heart of this technology-driven approach is the online learning community, which wraps around the face-to-face element of the programme.
The report authors say: “Those that blend learning encourage a sense of community and are 10x as likely to encourage learners to solve problems together using social media tools. They implement solutions to support collaboration and discussion and encourage active participation and peer-to-peer support.”
In order to realise these types of benefits, the report authors suggest that L&D teams do two things. First, encourage classroom trainers to use technology to extend learning beyond the face to face event and second use technology in their own skills development so that colleagues become familiar in using social and collaborative technologies.
When it comes to creating learning communities, the authors recommend sharing useful and relevant content prior to face to face training and ensuring post-session online discussions are related to practical activities and real-world experience.
To read the report in full, click here.
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