New generation of learners
Most people entering the GCC workforce today have grown up with tablet computing, online lectures, regular Google use, and have experienced new ways of learning in MOOCs (massive open online courses). People want learning to be bite-sized and relevant rather than extended and academic.
The potential for use of technology in learning in the GCC has increased heavily over the last decade. Online learning not only saves money and time, it can also be exceptionally effective for today’s young employees – particularly nationals where, in Qatar for example, retention is a key issue for HR directors.
Effective development and social connection are principal factors in retaining great people. Technology allows learners to collaborate naturally, publish and promote their own knowledge as well as consume organizational training courses.
Technology in learning
The use of e-learning is expected to grow by 30% between 2010-14, but judging by our past experience, this won’t be matched by an increase in value to the organization. We’ve found that more than 60% of e-learning activities are at level 1 (see fig 1), with organizations using learning management systems to churn out packaged presentations or simply track who has clicked through to the end.
A key challenge is the effective use of easy-to-find technology. Great technology-enabled learning doesn’t need teams of IT professionals, it needs a step change in how you view the purpose and capability of your learning function.
Top tips to leverage technology effectively:
- Understand what people need to learn, do and perform at, so you can deliver an effective strategy. Analyze learning needs using simple survey technology
- People learn differently when using technology – teach your trainers how to develop blended learning, how to trust learners to direct their own learning paths, and focus on assessment rather than rote teaching
- Make smart decisions about when to use technology. Understand and be confident with it to recognize the strengths and limits of each approach. Start with a list of what you need technology to do and assess systems against this. Get live demonstrations and case studies
- Manage your subject matter experts to deliver appropriate levels of detail and support; manage suppliers to ensure you get bespoke, up-to-date material on sensible licence terms; manage your IT function to ensure IT platforms are fit for purpose to support learning
- Transform data into knowledge – do you know what to track and how to interpret it to drive organizational action? Data about learners can be mined to help you link learning to organizational impact.
Learning maturity model