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In today’s world, integrating learning technology into HR departments has become a priority for organizations.
Human Resources (HR) departments play a strategic role in ensuring continuous learning to update the skills required for a role, as well as learning new competencies and updates in an increasingly globalized and changing world. This process is essential for ensuring proper development and the professional and personal well-being of employees.
Learning technology in business: a strategic role today
Currently, the intrusion of new technologies into our daily lives is a reality. It’s common to see train cars, bus stops, or even waiting rooms filled with people looking at their smartphones. But what content are we accessing daily? Is it of high quality? Does it add value to our lives?
In a constantly evolving business world, companies are increasingly advocating for continuous learning. This is why integrating learning technology has become a strategic imperative for organizations looking to stay competitive. In this context, the HR department plays a key role in implementing and managing these technologies. Let’s explore how a strategic approach can transform organizational culture, improve performance and productivity, and create a positive social impact on people’s lives.
The importance of technology in learning
Learning technology, including e-learning platforms, Learning Management Systems (LMS), and digital resources, has proven to be a catalyst for professional development and ongoing training. According to a LinkedIn Learning report, 94% of employees said they would stay longer at a company that invests in their professional development. This highlights the need for organizations to adopt technologies that facilitate learning and growth.
Moreover, a McKinsey & Company study revealed that companies implementing digital training programs can increase productivity by 20-25%. This data underscores the relevance of learning technology, not only for skill development, but also for improving organizational performance.
What is the strategic role of HR in this context?
- Identifying Training Needs
The first step in integrating learning technology is identifying training needs. This is where HR plays a crucial role by using surveys, interviews, and performance analysis to uncover skill gaps and areas requiring attention, as well as employees’ learning needs. This information is vital for selecting the right tools and platforms that align with the company’s strategic objectives. - Selecting the Right Tools and Platforms
HR evaluates and selects the technological tools that best fit the organization’s culture and goals. This involves not only considering the functionality of the platforms but also their ease of use and accessibility, while aligning with the company’s budget. According to a Deloitte study, 70% of employees say the ease of use of learning tools is a determining factor in their engagement.
A recommended solution for personalizing learning
Building customized learning ecosystems for each organization thus becomes a highly recommended solution. It not only considers the unique needs, objectives, and methodologies of each organization, but also provides personalized support from a team of consultants who assist the client in the implementation, learning, and adoption of the tools in their daily work life. This ensures employees can make the most of these learning experiences in a frictionless way that brings the greatest value to their day-to-day activities.
The result is empowering employees with high-quality content and a routine to incorporate the knowledge and skills necessary for their job development, enabling them to become the best version of themselves in today’s ever-changing and complex work environment.