The global Learning Management System (LMS) market is anticipated to experience seismic activity in the next 5 years. Based on research conducted by a global firm, the LMS market will grow 200% from $5.2B to $15.72B by 2021. And the single most factor that will drive decision-making will be user-experience. Per the latest Deloitte HCM Trends report, HR Executives indicate that Corporate Learning is the 2nd most important trend in Human Capital Management (HCM) that will impact the future workplace.
Why is that? Well, consumer experiences have reshaped employee learning expectations. For example: a perfect analogy provided by CEB Global on this topic based on research conducted by heads of L&D is reflective of personal behavior when making consumer-based purchase decisions. For example, actions like studying product options, conducting research, reading reviews, downloading product content etc. are all preferred ways of increasing awareness levels. Research suggests that this exact pattern of behavior is how we expect to consume information in the workplace too.
The reality is, your modern learner is impatient, tech-savvy, disrupted and on the go. And their capacity to learn is way beyond the classroom or in the office environment.
Instead of traditional methods where employees are told what to learn by their management and where learning is restricted to classroom environments, modern learning can be reimagined to methods that allow employees to decide what to learn for increased empowerment and enable learning to occur anytime, anywhere including classrooms, online, or peer-to-peer settings.
Today’s learning technology focuses on traditional, compliance and course catalog learning strategies but the Modern Learner craves technology that is always-on, collaborative and offers a curated learning experience. Today, learning content is only provided by L&D experts whereas the future of learning is the hands of the entire workforce, where learning content is authored, posted, shared by everyone in the organization and curated by employees and HR. Most learners today are trained to hunt for their knowledge, but imagine a learning system that learns your behavior over time and leverage artificial intelligence to recommend the next piece of information or content you should learn.
Historically, L&D teams have been focused on making content better and more engaging. 79% of L&D functions have redesigned learning content in the last several years to be highly engaging and enjoyable, yet only 26% of employees report their L&D functions deliver learning solutions that are easy to consume. What if the secret sauce resides in making the content easier to consume? CEB Global conducted research on this topic and surveyed over 9K learners globally in over 26 countries to better understand what learners valued and which L&D investments are driving impact. The analysis unveiled that the actual delivery and learning experience far outweighed the typical efforts made by L&D to produce content that was fun and engaging. Accessibility characteristics like “ease of career application, ease of access, and consumption” were rated as having the greatest impact on the individual learning application experience. So, it turns out, ease, simplicity, real-time, anytime, anywhere trumps all other requirements in how learning is applied.
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