Better Learning Experience Makes Workplaces Better

L&D has an important opportunity to impact future growth by aligning critical capabilities to business strategies and providing highly engaging, learner-centric development experiences


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India Inc scored poorly on personalisation in L&D innovation in a global learning habits survey by AI-based learning development platform, Degreed, and Harvard Business Publishing Corporate Learning. The research shows that the businesses making a positive learning experience a priority have healthier, more productive cultures, and more engaged, better performing, more adaptable workforces. In fact, those workers who recommend their company’s learning opportunities are more agile and well-rounded employees. More specifically, promoters are 27 percent more likely to have moved into a new role on another team and 28 percent have been promoted in the last 3 years.

Unfortunately, India’s traditional approach to corporate learning isn’t working for the workforce. Only 1 in 4 Indians would recommend their enterprise learning program. Across the country, India received a -12 net promoter score. This dissatisfaction is a result of organizations focusing on traditional learning — the transferring and retaining information without resulting in the application, instead of learning for impact or skill-generation.

“Giving people the skills to stay competitive works for every business leader’s advantage. In India, only four-in-ten respondents said that their manager helps them understand which skills they need to advance their careers,” said Chris McCarthy, CEO, Degreed. “Our research shows that today’s workforce is concerned about their future and thrives in an environment that teaches skills that lead to rewarding life-long careers. It is possible to create an L&D program that is a consumer-focused and also enterprise-class.”

Create Better Learning Conditions, Not More Content

In India, just 50 percent of respondents took any kind of live class or online course last year. And those who did only did so every three or four months. Most learning, meanwhile, happened independently or with close colleagues. The study also found that development needs to be better integrated with the workforce’s day-to-date work, with 86 percent reporting their learning happens in short bursts of 45 minutes or less.

“Competitive advantage in the future of work will no doubt increasingly be defined by talent,” said Ian Fanton, senior vice president and head of Harvard Business Publishing Corporate Learning. “To ensure our talent can develop the critical capabilities they require for success, it is vital to understand their needs, motivations, and expectations to design the kinds of learning experiences that can enable both continuous learning and active engagement. This research shows that L&D has an important opportunity to impact future growth by aligning critical capabilities to business strategies and providing highly engaging, learner-centric development experiences.” 

Aligning Learning to Skills

According to the World Economic Forum, 54 percent of India’s workforce will require significant upskilling within the next 5 years. As more people become worried about their own skill deficits, there is an increased demand for learning aligned with skill development that leads to future career growth. When asked what L&D can do to be more helpful, 48 percent responded they’d like assessments to find out where they need improvement, and 61 percent requested learning that aligned to their individual skill gaps.

Degreed and Harvard Business Publishing Corporate Learninginterviewed 772 employees, managers and business leaders from all over the globe to gain insight on the current state of workforce learning and development. The resulting data highlighted workforce learning habits, obstacles limiting their growth, and what support they need from employers.


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