In a world where Netflix automatically studies your viewing history and then suggests in customised links what you may be interested in watching next - and where Amazon assesses your search history along with your purchase history to help you to buy your next item - personalisation is fast becoming expected.
In an eLearning context, personalisation refers to delivering the right learning content to the right person, at the right time. Redware recognises that if a learner is presented with learning content that is relevant to their specific learning needs, milestones, and knowledge gaps, they will be much more likely to become engaged with corporate learning and, for the business, the effectiveness of corporate learning programs will increase.
Mark Zuckerberg, CEO of Facebook, has invested tens of millions of dollars in schools adopting a fresh approach to personalised learning, saying “we think that personalised learning makes sense”. However, personalisation of learning is not just for education; it is just as valuable in the workplace for an employee’s professional development.
In a world that demands immediacy, higher productivity, and trackable outcomes, the introduction of new learning technology and subsequently a tailored LMS has finally enabled the scalability of personalisation in eLearning. Companies are increasingly using this new technology as a vehicle to deliver a far more individual and tailored approach to learning than was previously possible. Redware works with multinational organisations in as many languages as they need, and allows learners to view only courses that are relevant for them. For example, dealership retail staff do not need to view vehicle technician training.
A recent study by Brandon Hall Group found that 90% of companies agree that personalised learning supports continuous development, and 93% of companies agree that personalised learning helps employees reach their goals more efficiently.
From the very first day that an employee starts in their new role, a company’s induction training must reflect the relevant training and skills required of the individual in that particular role but also support employees at every stage of their career, filling skills gaps and instigating motivation, determination and empowerment in line with the company’s values. Instantly, rather than merely training for compliance, employees are provided with a career map of the training or development needed to reach a particular position within the company and can see optional learning as a direct benefit for them.
In Brandon Hall’s Learning Technology study, they found that learning technology in the workplace has a strong correlation to improved key performance indications (KPIs), with between 40% and 53% seeing a 10% or more increase in engagement, productivity and revenue when using learning technologies.
In many organisations KPIs are used in performance management and on-going performance reviews, which includes the identification and monitoring of required training. Performance management can be linked to a competency framework for a specific job role and out of this a training needs analysis identifies training requirements. The outcomes of which, along with a manager’s knowledge of the employee, enables a truly personalised development plan to be drawn up to support the employee in their professional development and on-going workplace performance.
Blending face to face training with the use of Learning Management Systems (LMSs), online learning and social and mobile learning have made the task of personalising learning so much easier. With online content, integrated live webinars and classroom course bookings all accessible via an LMS, learners have a wealth of options for achieving their objectives through a learning pathway that is truly personalised. This learning is made accessible by drawing upon a mobile responsive LMS and, by offering the ability to save ‘favourites’ for later, enables the user to learn at a time and place that is convenient to both them and the business.
Personalised learning programmes represent a way forward for learning and development. They provide a means to ensure it is more targeted to the individual and the business, and they tie in with the general shift within many organisations to employee empowerment.
Today, personalised learning carries a whole new sense of relevance. In a world where information, actions and online activity are tracked, measured and monitored on an ongoing basis within businesses, personalised learning has not only assumed a new definition but, with it, new capabilities for both learner and business. The results of implementing an LMS capable of personalised learning speak for themselves; when Volvo Cars began using Empowered LMS they experienced a 64% increase in learner engagement across the business and an 18% reduction in staff turnover in one market. In today’s highly competitive business environment, implementing personalised learning strategies can provide exceptional return on investment to employers.