Learning Management: A Key Business Driver

Susan Schwartz

Part I: Implementing a Business-Based Learning Approach

Historically, many workplace learning programs have been created using one of two design approaches: a drawn-out pedagogical design process, or a hodge-podge of information consolidated into a training binder. To be effective, however, it is essential for a learning program to integrate and reflect the business objectives of the organization.A modularized, goal-focused learning approach enables organizations to create training programs that are flexible, extensible, scalable, measurable, and adaptable.

Learning Program Design Goals

Flexible

Extensible

Scalable

Measurable

Adaptable

A flexible program design enables immediate skill achievement in shorter amounts of time. Because the smaller learning units are related back to a common set of goals and objectives, they can maintain a continued focus even though the moments of learning are sporadic. Program modularity also enables organizations to apply different learning methods as appropriate for different content areas or learning audiences. Program maintenance costs are minimized because information updates can be implemented without affecting the entire program cycle.

Designing training based on a total organizational perspective creates an extensible program that enables people to realize the full value of the learning experience. Specifically, when the training program is completed, learners understand how the materials relate to their position and how to successfully perform the required workplace tasks.

As with many large-scale projects, training program implementations should begin with a pilot program launch to test the technical, administrative, and pedagogical systems. However, the total learning program design should be scalable so that it may be quickly deployed across a broad audience once the pilot phase is complete.

A successful learning program must be measurable. A variety of performance tools can be used to track designated metrics that will enable managers to evaluate the effectiveness and economic value of a training activity. Learning management systems (LMS) automatically track learner activities and achievement across the entire enterprise. Appropriate feedback mechanisms should be made available to the learner, the appropriate management chain, and the learning management team.

The final and most important segment of a learning management process is the design of adaptable program components. Content, organizational requirements, and learning technologies are constantly changing. It is essential that mechanisms are put into place to continually review and revise the learning plan so that the workforce training programs remain accurate and relevant on both a macro and micro level.

Part II: Developing a Learner-Focused Training Program

In order to deliver information in a real-time mode, successful knowledge and skill transfer programs may soon resemble the "plug and play" PC capabilities introduced during the 1990's. Since the human brain is not easily disassembled, a continuous/extended learning solution that addresses different learning modes, methods, and styles will help today's workforce maintain a high performance status.

There is no single learning solution. The learning methods chosen need to reflect the difficulty of the content material, the knowledge level of the student, and available resources, timeframes, learning technologies, and budget.

Four primary learning methods that can be combined to create an environment conducive to ongoing learning are traditional classroom, self-education, group exchange, and real-time learning.

Learning Methods

Traditional Classroom

Self-Education

Group Exchange

Real-Time Learning

The traditional classroom will continue to play a role in an organization's learning strategy; however, it may not always have the "look and feel" of the traditional eight-hour corporate training workshop that has become a familiar part of adult learning. These conventional venues remove people from the workplace for several days, if not weeks. Additionally, the monetary and opportunity costs for classroom-based training delivery are extremely high because only a limited number of students can attend each session.

It can be extremely valuable and significantly more time- and cost-effective to combine in-person classroom training with other training avenues. Based on the specific objectives of each phase of the training program, a variety of learning methods can be employed.

Instead of:

You can:

Self-education, or the self-paced learning mentioned earlier, is another important element when developing a learning continuum. Some people enjoy setting their own learning goals and time frames, while others prefer structured milestones. However, all learners agree that self-paced should not mean "on personal time."

Self-education is an excellent means to gain an understanding of foundation concepts or to brush up on some finer points; the key is to schedule this time as part of the total learning program. It also is important to establish consistent, corporate-wide metrics to measure the acquisition/improvement of skills and the achievement of performance goals upon program completion; otherwise, the CDs, books, videos, and Web-based programs will literally be left untouched as other non-learning projects take priority.

Group exchange is a third effective learning method, particularly when trying to adapt to changing workplace environments. This type of learning has always existed, albeit informally around the water cooler or at lunch. It is essential that learning management plans incorporate a variety of methods to promote structured group knowledge exchange and tools that will log, share, and provide information feedback. These group dialogs can include voice conference calls, email messages, on-line discussion threads, and interactive Web conference/classroom services. Because geographically dispersed team members may not have had the opportunity to establish a trust relationship, the organization's culture must support, encourage, and help employees feel secure with such virtual interactions.

Real-time learning is the most difficult method to leverage. This is the "ah hah" moment when a learner finds himself in a situation for which no training or reference material exists, and new knowledge is created. The challenge is how to capture, document, distribute, discuss, and normalize this new knowledge before the worker moves onto another task or assignment.

Part III: Summary

It is important to understand that a variety of learning methods when balanced with the business objectives of an organization can reinforce and stimulate the learning process. Blended learning strategies that mix a range of training methods can meet program objectives and learner needs better than any single approach. Today's Internet-based learning technologies offer the opportunity to create a flexible, extended learning community that is available 24x7. By providing learners with the information they need when they need it, well-planned and executed learning management has evolved as a strategic business tool.