Josh Bersin discusses the next generation of corporate training platforms

Contents:

• Why not only LMS, but even LXP is no longer enough
• What does it mean to "deliver training"
• What are some examples of new type platforms

The effectiveness of corporate training is determined not only by the quality of educational programs, but also by the functionality of the platform on which the training is conducted. Choosing the right platform can significantly increase the level of employee engagement and material assimilation. Interactive tools, content accessibility, and the ability to track progress play a key role in the successful implementation of corporate training. Therefore, to achieve maximum results, it is necessary to consider both the program content and the technological capabilities of the platform being used.

Josh Bersin, a recognized talent management expert and founder of the research firm Bersin by Deloitte, discusses changes in the education systems market and the expectations facing businesses in his article, "The Next Generation of Mastery-Based Learning Platforms Is Here." The article examines key trends in learning and skill development, as well as the need to adapt educational platforms to modern requirements. Bersin emphasizes that companies must embrace the growing importance of personalized learning and technology integration to improve the effectiveness of educational processes. These changes require organizations to take a new approach to employee development and skills acquisition to remain competitive in a dynamic marketplace.

Founder of the research company Bersin by Deloitte, which specializes in research in the field of talent management and organizational development. The company provides analytics and recommendations to help organizations improve their HR processes and enhance employee performance. Bersin by Deloitte actively studies trends in learning, development, and retention, making it an essential resource for HR professionals and organizational leaders striving to continuously improve corporate culture and increase competitiveness.

Why LMSs and even LXPs are no longer enough

Business needs are constantly evolving, and previously used technology solutions can no longer meet them, says Josh Bersin. To remain competitive, companies must adapt their strategies and implement new technologies that meet modern requirements. This requires constant market analysis and a willingness to change. Innovative approaches and modern tools can significantly improve business performance and help achieve strategic goals.

The expert cites the L&D market research "Growth in the Flow of Work," published by his company in July 2022. According to the research, only 12% of companies can boast of the true effectiveness of their learning departments. These results highlight the existing gap in understanding the role of L&D. The authors of the report argue that many organizations mistakenly perceive training as an end goal, while career advancement opportunities are truly important for employees, and the development of new talent is important for the business. However, most companies participating in the study failed to correctly establish this connection. This raises important questions about the need to rethink learning and development strategies so that they truly align with the goals of both employees and organizations.

Highly effective companies have a unique approach to employee development. A new L&D study, "Growth in the Flow of Work," found that high-performing L&D teams don't emphasize program quality or user adoption. Their primary focus is employee growth. It's important to understand whether employees are developing their skills and whether this contributes to their career development. We strive not only to improve professional skills but also to enable employees to expand their capabilities, take on new roles, or move into leadership positions. Bersin emphasizes the importance of not only learning but also actively developing to reach new career heights.

Modern companies are focused on developing their employees' skills, not simply providing theoretical knowledge through courses or LMS resources. This is becoming the foundation of the changing learning systems market. In response, the number of functions that businesses are focusing on is also growing. Experts emphasize the importance of engagement, hands-on learning, working with highly qualified coaches and experts, and organizing synchronous events and team training. This approach allows for effective sharing of experience and promotes deeper assimilation of knowledge.

Bersin argues that all these Changes are driving the transformation of corporate learning systems.

We have witnessed a significant evolution in educational technology: from Learning Management Systems (LMS) to Learning Experience Platforms (LEPs) that focus on finding and accessing relevant content, and further to skill-based systems. Each of these stages has made educational solutions more user-centric, relevant, and personalized. Now, platform providers are taking it a step further by focusing on the concept of learning delivery. This includes creating a rich learning experience that fosters skill development, increases confidence, and leads to success.

What does it mean to "deliver learning"?

Josh Bersin introduces a new type of platform, which he calls Capability Academy systems. This term can be translated as "capability academy systems" or "personnel development academy systems." These platforms are designed to enhance employee skills and develop their capabilities by offering a variety of educational resources and training tools. They help organizations effectively develop their employees' potential while adapting to the demands of the modern labor market.

Next-generation systems differ from previous eras in the following key ways. First, they offer a higher degree of integration, allowing users to seamlessly interact with various tools and resources. Second, modern platforms feature improved user interfaces, making them more convenient and intuitive. Third, such systems often utilize artificial intelligence and machine learning technologies, allowing them to adapt to user needs and offer personalized solutions. Fourth, data security has become a priority, ensuring a new level of protection for user information. Ultimately, these differences make modern systems more effective and functional compared to their predecessors.

• training takes place synchronously and in small groups, even if intended for a significant number of employees;
• courses solve specific strategic or functional problems - for example, to develop a certain "custom" skill;
• employees are supported during the training process by mentors, coaches, or assistants;
• teachers are top-ranked experts or leaders in their industry;
• it is possible to synchronize the academy's capabilities with third-party platforms or involve third-party experts.

The list of functions is not exhaustive, and not every platform includes all of the listed capabilities. However, the important thing is that such systems are already functioning and demonstrating significant results. According to Bersin, they are capable of training thousands of people simultaneously, while organizing training in small groups. These platforms offer constant practice and skill development, which makes them extremely effective. The effectiveness of such systems is confirmed by a 90% retention rate and high NPS scores, indicating a high level of user satisfaction.

What are some examples of new types of platforms?

Josh Bersin cites numerous examples of modern platforms that enable users to achieve mastery in various fields. These platforms, according to the expert, offer unique opportunities for learning and skill development. Let's consider a few of them.

• CoRise. This platform specializes in IT training. Training is conducted in cohorts, with students receiving both theoretical and practical material in synchronous sessions, and learning assistants help them navigate the material. Bersin particularly notes the "nudge" feature, which helps students stay engaged and attend online lessons. CoRise also emphasizes its in-house experts, actively promoting their experience and skills. "The company focuses on what they call 'live, group technical training from top experts,'" Bersin writes.

• Modal. This platform offers clients the opportunity to create a custom eight-week course to develop IT skills. For example, clients can use existing resources or their own resources, and engage internal experts to create the program. In any case, Modal focuses on the specific needs of the business and creates programs for a specific skill.

• Hone. The platform is designed to develop leadership, teamwork, and management skills. Training is synchronous and conducted by experienced coaches and trainers. Key advantages include training organization: for example, if a client needs to train a thousand managers, the platform will divide them into small groups, create a schedule for them, and organize feedback and performance assessment.

• Section4. Section4 offers synchronous training with business leaders from various fields, such as technology or finance. Students are grouped together and organized for week-long courses in the format of workshops, sprints, and certified programs. Each course includes synchronous classes with a teacher, practical assignments, brainstorming sessions, and projects for applying new skills.

• GrowthSpace. The platform helps develop soft and professional skills. The client specifies business needs, the type of training and its duration, and the desired results, and GrowthSpace selects a subject matter expert and program design based on these needs. Additionally, the platform allows you to purchase a certain number of "credits" and distribute them among individual employees or groups, depending on development requirements.

• Degreed. Although Degreed is formally classified as an LXP "generation," Bersin still includes it in the list of new platforms due to its merger with another company, LearnIn. The latter meets all the criteria: it allows you to create your own programs, organize synchronous and group learning, and is driven by artificial intelligence.

• Teamraderie. This platform is also not formally classified as an academy and does not offer specific educational solutions. It was included in the list for another reason: organizing team building, which Bersin believes is the key to good learning. Team building offered by Teamraderie is conducted remotely or in a hybrid format. However, it also has some unusual features: for example, team building sessions are conducted by experts and leaders in the most unexpected fields, and the client company can order kits for employees that allow for physical interaction at a distance. For example, every employee anywhere in the US could receive a box of tea and special cookies, or paints and brushes.

A platform can't create an academy on its own. It's important to choose the right platform and collaborate with functional business leaders to build an academy that will truly impact your company. As I often emphasize, my academy is not just a set of courses, but a full-fledged space: a place for gaining skills, learning, meeting and collaborating, where you can test ideas and develop.

Read also:

• 6 most promising technologies for corporate training
• 5 EdTech trends for 2023: McKinsey's version
• How has the content of corporate training changed in two years?
• Why is there so little external content in Russian corporate training?