Percentage of respondents who stated below focus would be beneficial
Better alignment to organisational goals
Better communication and engagement strategies
Better overall experience for learners
Better measurement of learning impact
Better learning and skills/capability provision agility
Measurement is clearly an important first step when it comes to improving the learning strategy. Yet, it is not the only step. In a business environment where operational efficiencies are being looked at and with concerns over learner fatigue and engagement, it is not surprising that 75% of respondents said better alignment to business goals will boost the impact of their learning, as well as focus on improving the learner experience and communicating available development. Context and relevancy of the learning are key here.
For L&D functions that do this effectively, they will also be considering where and how employees want to learn: aligning to learner’s goals, curating content and learning experiences that are engaging, relevant and contextualised, and delivering learning journeys that are joined-up and provide immediate benefits to learners’ work.
How is the data used?
Positively, there is some evidence that respondents are doing this. Compared to 2022, 2023 responses show a more even balance of learning approaches being used. Indeed, at 1000-5000 person blended learning, free online resources, in-person training, virtual training, facilitated learning, learning hubs and coaching were being used by more than 60% of respondents.
Furthermore, better alignment to organisational D, E, I & B goals was one of the only areas that saw year-on-year growth in how important respondents thought it was to ensure learning had a business impact. Further evidence that L&D increasingly understands the importance of personalisation, customisation and differentiation in delivering learning.