As we head into the new year we’ve come across many predictions about trends in HR for 2016. One of my favourite posts was by Steve Boese, which inspired us to coin a newly coveted term “intelligent elearning solutions. In the post, What HR should be talking about most in 2016, (and what we need to stop talking about), Steve talks about ˜intelligent technology’ and I couldn’t agree more with his analysis of the onset of intelligent tools in the HR space, and particularly in the domain of learning and training.
Intelligent Technology – Last year I had ‘Predictive Analytics’ as one of my three things HR should be talking about in 2015. And talk about it many folks did, even if not very many organizations have as yet had either the technology in place or the organizational readiness for adopting this kind of advanced analysis into their day-to-day HR functions. But even if many or even most organizations are not yet there with predictive analytics, more and more of the major and leading HR technology solution providers are baking in predictive capability into their platforms and providing at least basic ‘predictions’ on things like retention and performance to HR and business leaders already. And I think this trend and set of tools will continue to expand in capability and usage in 2016. But this year, I hope that HR and HR tech expands not just the capability but the conversation in this area just a bit further, into something more akin to a kind of ‘intelligent’ set of tools and workflows that will help HR, managers, and employees complete processes, tasks, and hopefully allow them to make better decisions.
What we are about to see is a greater adoption for artificial intelligence helping us do our jobs better. This year we will see more and more HR and L&D leaders leveraging these intelligent tools to better support their people. In his post, Steve continues to explain that:
This technology would not just predict the likelihood of a potential outcome, but would ‘learn’ from usage patterns, history, preferences, and more about what you (the employee) should do next, given a set of data and process conditions. That could mean surfacing the ‘right’ learning content when you get assigned to a new project, suggesting you make an internal connection with a specific colleague when you run a search in the corporate knowledge base for a specific topic, or if you are a manger, provide you intelligent recommendations about how to handle coaching conversations with your team members, adapted to their individual profiles and preferences.
What I love about this concept is that is entirely inherent in custom elearning solutions. Intelligent elearning solutions provide the ability to prime your people for the best learning experience based on their interaction with the materials.
To break it down further, the following illustrates 3 ways intelligent elearning solutions will help your team learn better:
1. Allow managers to understand where an employee may need additional support or training before being put in a live experiment. We already know how costly inadequate training for your people can be. Avoid a bad customer experience by using intelligent elearning to forecast an employee’s area of weakness and alert their manager of where additional support is needed.
2. Provide branching-scenarios for individual learning paths. Branching scenarios provide the ability for a learner to truly experience a situation in an online environment. As the learner makes decisions and moves along the path you’ve created, a narrative unfolds to show your learner the consequences of different choices. Branching also can be used to identify areas where the learner needs more time with the subject matter or supplementary learning. For example, if a learner takes the wrong path in a certain area intelligent elearning can provide more support material or further learning for that area. It’s a step beyond pointing out consequences.
3. Enable adaptive learning. Intelligent elearning will adjust the learning materials based on a learner’s competency. For example, if a learner goes through subject matter and does a quiz or assessment and scores 100% they may be able to skip forward to another section. One of our clients facilitates this by providing an assessment at the beginning of a learning program and then determining where to start them. This would allow those that already have a greater understanding of the material to be put on advanced stream, where others would be able to receive learning with additional help.
Talk to us to see a demo of custom elearning solutions we’ve created for some of our clients. We’d love to help you make 2016 the best year yet by leveraging a digital approach to your people development programs.
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