Aisling MacNamara is the Director of Learning, Enablement & Inclusion at LearnUpon. One of her passions is creating learner-centered programs that help achieve company objectives. Today, she shares insights on learner engagement, L&D context, and findings from her team’s six-month skills development pilot project.
In the current post-remote working world, designing engaging onboarding training presents challenges. With new hires in various locations, some at home and some in an office, alignment is key. Organizations may opt for a global online program for all new hires, supplemented by localized in-person sessions. Despite changes, new hires still value manager support, a good buddy, a clear agenda, and fun in onboarding. Companies should invest in tech for global multi-location onboarding to avoid disconnection.
Providing context-specific learning is crucial for continuous growth opportunities and engagement. Learners want skills training tailored to their roles, not generic content. Organizations must understand departmental needs to deliver relevant learning experiences. Cataloging skills and creating hierarchies is ineffective without context-specific learning, both formal and on-the-job, to upskill the workforce and adapt to market changes.
Insights from a six-month skills development pilot revealed challenges faced by L&D leaders. Time constraints hindered learners from completing personalized learning plans, highlighting the need for manager support and permission for development. Tailoring learning opportunities to departmental needs is essential, with some teams preferring external certifications while others benefit from team-based training. Customizing growth strategies for each department is vital for a successful skills development approach.
One of LearnUpon’s client success stories comes from GTreasury, a leading provider of treasury and risk management solutions. By leveraging LearnUpon for standardized learning, GTreasury achieved efficient employee onboarding, cost savings, and improved customer service. Notable achievements include significant cost savings, reduced onboarding support costs, and faster support ticket resolution times.
LearnUpon recently introduced Learning Journeys, a feature that enables personalized learning paths. By routing learners based on location, role, and previous completions, organizations can deliver targeted training aligned with employees’ responsibilities. Learning systems play a crucial role in scaling learning efforts, allowing for role-specific learning journeys and empowering managers to assign content to their teams. Providing learners with autonomy over their learning choices enhances engagement and ensures relevance.
In conclusion, Aisling MacNamara’s insights shed light on onboarding challenges, context-specific learning, and scaling training efforts. For more information on creating effective employee onboarding programs, explore LearnUpon’s resources on the topic.