HRO Today January/February 2018 - 34

Employee Development
learning, LMS providers are increasingly " ...leveraging
their years of experience in adaptive technology and
machine learning to deliver a highly-personalized user
experience that encourages users to continue learning
with personalized course recommendations based on their
career path and trainings they previously completed, "
says Jason Corsello, senior vice president of strategy and
corporate development at Cornerstone OnDemand.
By delivering the right content at the right time,
automating learning paths, and leveraging a consumer-like
interface to deliver these experiences, Barbone believes
that new LMSs are signifi cantly improving employee
empowerment and system adoption.
" The new user experience closely matches what consumers
expect from technology and puts them in control of
their career development, allowing for learning to occur
in more natural ways as part of their daily work fl ow, "
Corsello explains.
3. Social learning. Modern LMSs rely heavily on social
learning and collaboration, allowing companies to
circulate learning across the team so that employees can
share each other's problems and provide each other's
solutions. By formalizing the informal social learning
experience that takes place between coworkers, Scholnick
says that LMSs allow employees to work together to
achieve common goals and objectives.
" Rather than trying to curate the answer yourself, you can
put in some keywords and fi nd previous answers, training
videos, some articles you can read, microburst learning you
can do from third-party content-it's all in front of you in
one place. In effect, it's active knowledge assembly, " he
explains.
This information can then be circulated back to the
centralized systems of the company. " [This type of LMS]
provides not only a social learning platform and a way to
collaborate socially, but a way to circulate that learning
among employees and let it be institutionalized back into
the company databases, " says Scholnick.
In addition, the social component allows employees to
screen training modules and deliver better learning paths.
" Social collaboration and training 'reviews' are becoming
very important to learners. It helps them decide if a
training is worth their time. They can also see who else in
their organization took specifi c courses and mimic those
training paths, " says Corsello.
[34]
HRO TODAY MAGAZINE
|
JANUARY/FEBRUARY 2018
Factors
Driving
Disruption
Three factors are driving rapid changes in the learning and
development space:
1. Job market competition. In the current highly competitive
talent market, employers must provide development
opportunities in order to attract to candidates, engage
employees, and develop future leadership pipelines.
" Today's organizations must quickly adapt to changing work
environments and processes, including recruiting, learning,
and retention processes, to remain relevant and provide
better employment experiences, " says Tony Barbone, senior
vice president of SumTotal Systems Sales, a Skillsoft company.
2. Technological advancement. Technology is advancing
rapidly, changing how people think about learning
opportunities and access learning software. According to
research by Deloitte, technology is making skills obsolete at
an increasing rate, with a half-life of learned skills at about
fi ve years (or less for professionals in fi elds like software
engineering, marketing, manufacturing, and accounting). As
a result, employees are increasingly demanding constant and
fl uid learning in their career paths.
In addition, developments in consumer technology, AI, and
machine learning have driven massive changes in learning
management systems (LMSs). " Because of the tectonic
changes in consumer technology that have occurred in the
last decade, we're seeing multiple attempts to reinvent the
LMS category to be modern and relevant to the learner, "
explains Sam Herring, general manager at Intrepid by
VitalSource.
3. Shifts in workplace culture. Younger employees expect
companies to invest in their development and provide them
with the opportunities to create fulfi lling careers.
" Learning is no longer simply about compliance. It is about
engaging employees by offering them compelling career
development opportunities and building their skills and
knowledge so they can improve business performance within
the organizations where they work, " says Herring.

HRO Today January/February 2018

Table of Contents for the Digital Edition of HRO Today January/February 2018

HRO Today January/February 2018 - 1
HRO Today January/February 2018 - 2
HRO Today January/February 2018 - 3
HRO Today January/February 2018 - 4
HRO Today January/February 2018 - 5
HRO Today January/February 2018 - 6
HRO Today January/February 2018 - 7
HRO Today January/February 2018 - 8
HRO Today January/February 2018 - 9
HRO Today January/February 2018 - 10
HRO Today January/February 2018 - 11
HRO Today January/February 2018 - 12
HRO Today January/February 2018 - 13
HRO Today January/February 2018 - 14
HRO Today January/February 2018 - 15
HRO Today January/February 2018 - 16
HRO Today January/February 2018 - 17
HRO Today January/February 2018 - 18
HRO Today January/February 2018 - 19
HRO Today January/February 2018 - 20
HRO Today January/February 2018 - 21
HRO Today January/February 2018 - 22
HRO Today January/February 2018 - 23
HRO Today January/February 2018 - 24
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HRO Today January/February 2018 - 28
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