The skills gap is real.. and learning is your organization’s steel bridge.

The widening employee skills gap is a top challenge for many business leaders today. We recently came across Brandon Hall Group’s 2015 State of Learning Study and it shed light on some astounding learning insights. If you haven’t yet had a chance to, go on and download the report: Skills as the New Currency of Business Impact.

 

I highly recommend reading the report in full detail (it is really good!). The to .

 

    1. Companies can no longer rely on talent acquisition to solve their skills challenges.

Learning and development is necessary to transform the workforce by developing the right skills in the right people so the organization can continue to grow and move forward. Brandon Hall’s 2015 State of Learning report illustrates how, “Some [organizations] can’t find skilled workers, some can’t keep skilled workers, some don’t develop skilled workers, and many suffer from all three challenges. The research shows:

– Almost one quarter of companies say their strategy for a skilled workforce is primarily to hire properly trained people.

– Another 17% say they have a basic onboarding program, but nothing beyond that.

– 90% of companies say they have difficulty hiring skilled workers.

 

These findings mean that 41% of companies are relying on people to come through the door with the optimal skill set and continue to meet the organization’s need from then on. The disconnect here is huge. If organizations say they can’t find enough skilled workers to hire, yet their only source for skills is the hiring process, how can business objectives possibly be met? The skills gaps need to identified and a tailored learning program should be provided to help grow and meet business goals.

 

  1. Companies can no longer expect to place their employees in classrooms and have them walk out with the skills they need to make a business impact.

Employees expect continuous learning opportunities; Brandon Hall’s 2015 State of Learning Study asked companies how often they expected their people to interact with learning in order to be effective at their jobs. The results showed:

– 61% expect learning activity at least weekly,

– 90% expect learning activity at least monthly.

 

A company When 61% of companies expect people to learn either weekly or more frequently, organizations need to expand the learning ecosystem to include continuous bite-sized learning opportunities. Today’s technology allows us to put learning into the hands of the people who need it, when they need it, wherever they are.

 

 

  1. Effective learning metrics can no longer depend on subjective measures.

High performing organizations measure the effectiveness of learning on business results. Brandon Hall’s study revealed that fewer than 35% of companies are successful at measuring how well their learning programs are helping a company get to where it wants to go. Organizations are still navigating the waters of approaches to learning outside the formal learning model, which focuses largely on subjective measures like employee satisfaction. As we move to more adaptive learning models, organizations are able to measure more complex outcomes of learning.

 

The most effective metrics for learning impact are:

Reduction in errors/accidents

– Time to effectiveness

– Increased productivity

– Meeting corporate objectives

– Ability to perform new tasks

 

To summarize the final recommendations from Brandon Hall’s research, to bridge your employee skills gap your learning strategy needs to:

– Have a strong, skills-focused talent acquisition strategy, but don’t stop there.

– Identify needs via assessments and gap analysis.

– Create a learning environment that foster frequent, continuous development.

– Leverage technology to deliver learning targeted directly at specific skills gaps.

– Continuously measure the impact learning is having on both the learners and the organization.

 

At Learnkit we focus primarily on developing custom elearning designed to enable and support our clients as they look to fill their employee knowledge and skills gaps. Interested in learning how we can help you close skill gaps in your organization? Talk to us to learn more.

Moira van den Akker

Moira van den Akker

Marketing Specialist at Learnkit
Moira leads the marketing strategy for Learnkit from their Vancouver office. Leveraging her background in the adult education and technology sectors, Moira is passionate about creating content to help businesses thrive through developing their people.
Moira van den Akker
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