The L&D Tech ‘Buy Reason:’ A Friction Free Education Process!

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Last time we spoke (It’s Time L&D’s Historic Underinvestment Ended) I started to talk about the renewed interest in training and L&D (learning and development) that our fast-recovering economy is prompting in UK businesses.

The reality is, as we acknowledged, though, that, L&D – especially useful back-office L&D technology – has for too long been something of a Cinderella in terms of attention and spending priority for the enterprise. I want to delve into why I think that’s a short-sighted approach in this blog, if that’s OK: talk, as it were, on the ‘buy’ reason for good L&D solutions.

So – why is a good L&D tech infrastructure a good idea, a good thing to spend some money on? The ultimate reason organisations should be looking to invest in this form of support is that there is a clear return on that investment in terms of delivering real efficiencies into the business. Let’s break that down a bit to see why. Consider the amount of time the average HR/L&D team’s day that is spent in bitty activities: booking courses, processing requests for training, accessing one database to fill information from it into another. Then there’s all the back and forth of email confirmations, ‘I’ll ask Bob if he can come, too,’ half days here and there waiting for logistics to get worked out, making what is really a very simple task – getting staff empowered to do the jobs we have hired them to do, either by deepening their skills or ensuring important compliance boxes get properly ticked.

Inefficient isn’t going to give you the results you need

Plainly, those are activities that take time away from more value-add activities such as focusing on the overall development pathway for colleagues, such as drawing up or revising training plans etc. Just think how much more productive it would be for these guys to be able to do all the basics on one screen in one process, one piece of workflow?

That same time-saving and efficiency argument applies to the learner, of course: it’s simply good self-service to allow the employee quick and clear ways to map out their current and even longer-term training and development needs, via a catalogue of courses and opportunities that can get rid of all that back and forth on dates, availability, suitability.

Even better: why not a system that ‘knows’ what the suggested company pathway is for the new joiner or experienced colleague in terms of such training – which they can work with directly instead of tying up HR time and attention? That’s a facility that makes even more sense for their manager, who should be able to see at a glance if a mandatory health and safety course is coming up at a convenient time that he can get both Jim and Sally on, but also the as-yet unnamed new joiner coming on as an extra resource?

Think of the reduced calls, emails, spreadsheet crunching, missed opportunities and simply enhanced efficiency this way of working represents? The good news is that this is genuinely what is available out there, today, from proven platforms like our Learning and Training Management System (http://www.wearev1.com/learning-training-management/).

A tipping point?

As the economy genuinely recovers, I see less and less justification for lack of investment in this genuinely useful way of tightening up the vital process of training and staff development.

That translates to more use of the smart tools that can make skilling up the workforce as simple and straightforward as it should be.

What do you think?

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