All learning professionals agree on the many benefits of continual learning in the organizational scenario. Training and learning is beneficial for both employees as well as the organization as a whole. While the benefits are many, the deficiencies that the organization faces as a result of poor learning efforts has a direct impact on business objectives as well and one of the prime reasons behind it is lack of learning content management.To build the case for e-learning and hence, technology-aided platforms of learning, the fallacies of poor learning management have to clearly stated as well.
Duplicate content: A lot of information and knowledge resides within an organization, but for fruitful and continual learning it is important that duplication of information is avoided. Duplicate courses are a common problem for many learning-aware organizations and an extraordinarily expensive one at that. A single hour of content can cost over $15,000 to produce and creating duplicate content is a complete waste of expensive resources.*
Out-of-date content: Another result of duplicate content is that this can lead to outdated training scattered within the organization. This can lead to employees being misinformed, which is worse than having no information at all. It can give your end users wring information and a false sense of confidence that they have knowledge, which in truth is months — or even years — out of date. It not only leads compliance related issues but can ultimately lead to performance issues which spells trouble for the entre organizations.
Underplaying the importance of learning: Though all learning professionals experience an organization wide increase in the interest and importance for training, especially in the last decade or so, many would also agree that they would benefit from using more resources in their organization for the cause of learning. The right learning content strategy can boost productivity by 50 percent, and online learning has the ability to increase retention rates by 60 percent.* There is only a limited amount of resources that are assigned to corporate learning within an organization and with a misplaced focus, it can get consumed without having the desired effect or impact.
Not using learning experts within the organization: Subject-matter experts within the organizations are usually the champions of training and learning and play a critical role in your overall learning strategy. It is important to give them the resources and solutions that make it easy for them to share their knowledge with other employees within the organization. SME often have to struggle to create content as per the requirements of the technology-aided learning platform. This is an area where external content creators or LMS vendors can help them reuse and remix existing content, as well as collaborate and create new, useful content.
Hard to access content: According to a study by Brandon Hall, mobile access to content is a critical issue to organizational learning, but nearly 60 percent of employees have no or limited access to learning content on mobile devices.* Learning professionals within the organization spend a lot of time and resources creating content, but if it cannot be easily found or accessed by the end-users, the efforts go to waste. Even when the learning content is found, it cannot be accessed from the device at hand. In fact nearly 50 percent of companies looking to move from their legacy learning platforms state that mobile incompatibility with learning management systems poses serious threats to seamless learning of these issues. Most modern learning management systems have searchable catalogues and logical designs which help users find content faster and learn efficiently.
Moving past the constraints of effective learning content management is not an impossible task. With the focus on the problem areas which are most pertinent within your organization and working to dispel them, it is possible to enforce corporate learning and gain the business advantage of continual workplace learning.