Table of Contents
We would like to start this blog a tad differently.
Rather than talking about the definition of personalized learning, we would like to set the record straight on learning experiences and what is not to be considered as personalized learning. Simply put, we are going to jumpstart by debunking common myths.
The blog will then proceed to shed light on upskilling and reskilling at the workplace, and how personalized learning is an ideal strategy to achieve skilling goals. What are its benefits to learners and the organization? We will then conclude with a use case from an organization that has embraced this approach to upskill and reskill its workforce.
Myth 1: Personalized learning means one-on-one training between the employee and trainer.
Personalized learning is a deep understanding of the learner’s requirements and creating a curriculum based on needs. Using this information, training is delivered via a variety of mediums, in a format that resonates the most with the learner. It is a one-to-many approach, with a greater emphasis on the individual learners’ needs. Today, technology plays a critical role in the delivery of personalized experience at scale, especially with a globally distributed workforce. Technology also helps to deliver training in a variety of ways, making learning more engaging, effective, and sustainable.
Myth 2: Personalized learning is all about learners moving at their own pace.
Personalized learning does offer flexibility to the learner to move at their pace. However, it is beyond just that. The L&D team usually starts by analyzing every employee’s skill, needs and gaps, and then chalks out a curriculum that best addresses the requirements. Curated learning programs or a customized approach to plug these gaps are actively discussed and then deployed. The learner is an active agent in the planning and learning process, including setting timelines for completion, and mapping progress along with learning assessments. An employee’s learning path is decisive, responsible, flexible, and focused on growth and opportunities, monitored closely by all stakeholders.
Myth 3: Personalized learning means isolated / independent learning experiences.
A common misconception is that personalized learning is highly independent learning, to the extent that learners work in a silo. Yes, employees might be focused on their individual learning, however, they can work with peers to develop collaborative skills and achieve learning goals. Learning methodology, skill set, medium of instruction, etc. are the variables that are customized to suit individual learning capabilities. Personalized learning still offers guidance in the training program that has been curated by the trainer and the L&D department at large. Technology also assists by recommending content and courses based on learner profiles.
It is evident from the previous section what constitutes personalized learning at the workplace.
Did you know that 82% of organizations are improving their approach to personalized learning? The results from organizations that have embraced this approach are absolute. This training strategy assures:
The list of positive outcomes should not surprise us per se, since, as consumers, we actively seek personalized experiences before we adopt a product or service. Similarly, the theory holds strong for L&D too. When training is more focused to address learner needs and requirements, it is bound to have a positive and lasting outcome. And this is precisely why organizations are investing heavily in providing personalized learning experiences to achieve business objectives accurately. It has proven to have lasting effects in key training activities, specifically in upskilling and reskilling the workforce or in the delivery of specific skills.
L&D has undergone a sea of transformation over the last 20 months. Like other business functions, the training process and strategies have been redesigned and revamped to keep it progressive, effective, and sustainable. Upskilling and reskilling the workforce tops the chart for organizational priorities. There is now an added challenge to delivering effective skilling programs at scale to a globally distributed workforce and in hybrid work environments.
A new culture and many organizations have risen to the challenge. Delivering specific skills has paved the way for alternate solutions that include collaborative learning opportunities to nurture team dynamics, improve interaction, motivation, and morale while scoring high on skilling and learning goals.
In the next section, we will look at how learning platforms have improved stakes and surpassed skilling goals at organizations. And, how the learning culture at organizations can move to “learner-centric” rather than “mandated.”
This video here sheds light on the aspects of transformational skilling strategy through technology.
Learning platforms and learning technology have revolutionized training and learning at the workplace. Its adoption in L&D is now widespread, simply because of its capabilities and the opportunities it presents. Delivering specific skills and achieving greater learning outcomes to meet business objectives is now simplified.
The Learning Management System (LMS) and Learning Experience Platform (LXP) have been at the forefront. To know more about the systems, their features, and key differences, two videos here and here will be helpful.
The USP Supreme for a Learning Experience Platform (LXP) is undoubtedly the custom learning path. The feature allows for sound planning and execution of learning. Every learner’s profile is unique with varied skills and competencies. Based on individual needs and goals, a custom learning path can be curated. Feed this path with suitable courses and bundles and create a viable learning curriculum that is focused solely on the learner.
Monitor progress made by the learner and gently nudge towards course completion. Training and learning is personalized, targeted and effective in meeting goals.
Think of the learning platform as the Netflix of learning experiences. Based on user profile and interest, the platform can recommend content from which the learner can benefit. Visibility and accessibility from the user’s dashboard make the curated learning compelling and conducive.
The role-based training paradigm is proving to be a front runner in the quest for highly targeted skilling and personalized learning at the workplace. When role-based learning is deployed via learning technology, training becomes scalable in an instant. Achieve desired results quickly without compromising on quality or quantity.
Learning technology allows for training content to be created across formats and media. Based on user preferences, deliver the content in a format that resonates with the intended audience, i.e., audio, video, illustrations, animation, ebooks, etc. Further, it also allows for easy modifications and updates to existing content, without having to redesign the entire course or bundle.
Elearning is at its best, as content can be delivered via ILT, VILT, Microlearning, Gamification, Mixed Reality, and more. Deploy content in any of these formats and reap the benefits of increased learner engagement, training effectiveness and productivity.
Enable nudges and notifications to ensure instant and timely communication with your learner. Whether it is a critical new product update from the engineers’ desk, or a great find to add to the learning curriculum, disperse relevant information and lead learners directly to the content. With dynamic access and learning on-the-go capabilities, inculcate a progressive learning culture at the workplace.
It has been established that learners spend an infinitely higher amount of time in informal learning than pursuing formal work-related skill-based learning. Learning technology blurs lines between formal and informal learning, as it delivers learning experiences that the learner actively seeks. Further, through the xAPI feature on learning technologies, learning outside of the platform is also accounted for in the learner’s profile and adds motivation.
From the above, the numerous advantages of learning technology and its influence in delivering personalized learning experiences are evident and absolute. It is undoubtedly favorable to the learner especially in upskilling and reskilling. Moreover, when personalized learning is delivered via technology, the organization’s benefits extend beyond learner engagement and achieving skilling goals.
This video here perfectly sums up personalized learning experiences delivered via dependable technology. The organization achieves targeted and personalized learning, delivers specific skills to the entire learner ecosystem, and saves USD 2.9 million.
Do you want to explore personalized learning at scale for your organization? Reach us by writing an email to email@example.com