E-learning and Employee Training

The 'Netflix of Learning' era is officially over. When Wolters Kluwer had weeks to train 30,000 employees on GenAI in 14 languages, they didn't turn to LinkedIn Learning or course libraries. Here's why and what actually works: 1. The completion problem keeps getting worse. When Dana Trobe, VP Global L&D, looked at the numbers, the math was simple: traditional L&D completion rates hover around 20-30%. With 30,000 employees needing GenAI training, that meant potentially 21,000 people wouldn't complete it. "In the timeframe that we have and the audience that we need to reach, the only way we can do this is using Arist," Dana told us. She needed high completion rates, not 25%. And she got them. 2. Course catalogs can't move at business speed. Dana's team had weeks, not months, to launch training across 14 languages. Traditional eLearning development takes 6-12 months minimum. The business couldn't wait. Compliance couldn't wait. Employees needed to start using GenAI responsibly, immediately. "We were trying to bring the most relevant learning to the individual," Dana explained. Not hoping they'd find time to browse a catalog. 3. Modern learners need modern delivery. Dana recognized something many L&D leaders are starting to see: employees don't have 45-minute blocks for training modules. They need learning that fits into their actual workday. Especially when you're reaching contractors outside traditional systems, across different time zones, in multiple languages. The old "build it and they will come" approach simply doesn't work anymore. TAKEAWAY: The Netflix model worked when employees had time to browse and choose their own learning journey. But when business moves fast and compliance matters, you need a different approach. What does the future of corporate training look like? We're moving toward precision learning: the right content, delivered to the right person, at the right moment, in the right format. It's not about creating massive course libraries. It's about creating targeted experiences that drive real behavior change. The result for Wolters Kluwer: - 92% completion rate - 20,000-40,000 hours saved - 2x increase in Microsoft Copilot usage - Real behavior change, not just check-the-box training L&D teams of the future will need to master two things: - Creating bite-sized, relevant learning experiences - Delivering them through systems that actually reach everyone The choice is simple: evolve your approach to learning delivery, or watch your completion rates continue to decline while business needs accelerate. - - See the full interview with Dana in the comments

����𝗲𝘃𝗲𝗿𝗮𝗴𝗶𝗻𝗴 𝗩𝗶𝗿𝘁𝘂𝗮𝗹 𝗥𝗲𝗮𝗹𝗶𝘁𝘆 (𝗩𝗥) 𝗳𝗼𝗿 𝗜𝗺𝗺𝗲𝗿𝘀𝗶𝘃𝗲 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝘀 🎓 Feeling like your traditional e-learning modules are falling flat? We’ve all been there—staring at static slides or reading endless text that fails to capture our attention. This lack of engagement can seriously undermine the effectiveness of your training programs, leaving employees underprepared and your organization lagging behind. Here’s a game-changing solution: Integrate Virtual Reality (VR) into your Learning and Development (L&D) programs. Trust me, it’s not just about high-tech gimmicks—it’s about creating immersive, hands-on learning environments that make skills and knowledge stick. Here’s how you can transform your training with VR: 🎓 Create Realistic Scenarios: Use VR to simulate real-world situations that employees may face in their roles. This hands-on practice is invaluable for deep learning and skill retention. Imagine training a pilot or a surgeon—VR provides a risk-free environment to hone critical skills. 🎓 Boost Engagement and Retention: VR’s immersive nature captures learners’ attention like nothing else. Studies show that immersive learning significantly enhances information retention, ensuring that employees are not just learning but mastering the content. 🎓 Personalized Learning Paths: VR can adapt to individual learning styles and paces, offering a customized experience for each employee. This tailored approach helps address specific weaknesses and reinforces strengths, maximizing the impact of your training programs. 🎓 Safe and Controlled Environment: VR offers a safe space for employees to make mistakes and learn from them without real-world consequences. This is particularly beneficial for high-stakes industries like healthcare, aviation, and manufacturing. 🎓 Cost-Effective in the Long Run: While initial setup costs for VR may be high, the long-term benefits far outweigh the investment. With VR, you can provide consistent training experiences across different locations, reducing travel and operational costs. 🎓 Gamification Elements: Integrate gamified elements like points, badges, and leaderboards to make learning fun and competitive. This not only boosts engagement but also fosters a culture of continuous learning and improvement. By leveraging VR in your L&D programs, you can ensure that your employees are not only engaged but truly absorbing and retaining critical skills and knowledge. This investment in immersive learning will pay off in a more competent, confident, and competitive workforce. Got any innovative ideas for integrating VR into training? Share your thoughts below! ⬇️ #VirtualReality #ImmersiveLearning #TrainingInnovation #L&D #EdTech #FutureOfWork #SkillDevelopment #EmployeeEngagement

𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐈𝐬𝐧’𝐭 𝐚 𝐂𝐨𝐬𝐭 — 𝐈𝐭’𝐬 𝐚 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐒𝐲𝐬𝐭𝐞𝐦 A 2025 systematic review by Mercy Obeng-Tuaah analyzed over a decade of research on training and development — and the results are impossible to ignore. Organizations that treat training as a strategic investment don’t just build skills — they build performance, innovation, and loyalty. Key Findings from the Study: ✅ Productivity & Efficiency Gains  • Structured training programs increased productivity by 15–30% across industries.  • Leadership training improved efficiency by 30%, while job-specific training reduced operational errors by 22%. ✅ Best Training Methods  • Blended learning (mixing digital + hands-on training) topped the list with 88% effectiveness.  • On-the-job training (85%), technical bootcamps (86%), and leadership development (81%) outperformed traditional e-learning (75%).  • Microlearning (84%) and simulation-based training (82%) enhanced engagement and retention — especially for complex or high-risk work. ✅ Job Satisfaction & Retention  • Employee retention increased by 40% in companies that invested in development programs.  • Career progression training reduced turnover by 30%, while mentorship programs cut it by 29%.  • Recognition-linked training increased motivation by 37% and leadership programs raised loyalty by 28%. ✅ Barriers to Implementation  • 40% of firms cited training costs as their biggest challenge.  • 35% struggled with time constraints, 30% lacked evaluation metrics, and 25% faced employee resistance.  • Outdated content and limited leadership support further reduced training effectiveness. 𝐖𝐡𝐲 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬 𝐒𝐡𝐨𝐮𝐥𝐝 𝐂𝐚𝐫𝐞 Because these numbers represent more than learning outcomes — they reflect performance outcomes. Training isn’t a one-time event; it’s a system that shapes capability, engagement, and innovation. When organizations connect training to data — productivity, safety, quality, retention — they don’t just educate employees… they elevate them. 𝐖𝐡𝐞𝐫𝐞 𝐈/𝐎 𝐏𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐲 𝐀𝐝𝐝𝐬 𝐕𝐚𝐥𝐮𝐞 Industrial-Organizational Psychology helps organizations engineer learning that sticks: 🔹 Job & Task Analysis – Identify which skills truly drive performance. 🔹 Evidence-Based Design – Build learning that matches how adults learn and retain. 🔹 Measurement & ROI – Quantify how learning impacts key metrics. 🔹 Culture & Change – Overcome resistance and foster a learning mindset. Organizations don’t fail because people stop caring — they fail when people stop learning. When training is designed through the lens of I/O Psychology — aligned, measurable, and human-centered — performance becomes inevitable. #WorkplaceEngineer #IOPsychology #LearningThatSticks #TrainingAndDevelopment #HumanCenteredDesign #ManufacturingExcellence #EmployeeEngagement #WorkforceDevelopment #OrganizationalPerformance

63% of employees say their company’s AI training isn’t good enough, according to TalentLMS. That’s a call to action. As AI adoption accelerates, one of the most impactful steps leaders can take is preparing teams to use these tools with confidence, and those who get this right design training as a catalyst to spark new ways of working. The most effective training programs I’ve seen share three qualities: they’re role-based, hands-on, and ongoing. 1️⃣ Role-based training helps AI adoption stick. When employees leave with three or four clear ways to apply AI immediately, those practices are far more likely to become part of daily work. 2️⃣ Hands-on beats hypothetical. Confidence grows fastest when instruction is concise and paired with time to experiment in low-risk settings. Learning by doing makes adoption real. 3️⃣ Training isn’t one-and-done. Quarterly or biannual sessions, with updates as tools or capabilities evolve, help teams feel supported and ready to keep pace. When training is structured this way, employees feel empowered to use AI, and that’s when it starts to truly transform how work gets done. #AITraining #AIEnablement #LearningAndDevelopment #EmployeeTraining #Upskilling

Technology is changing fast—AI, automation, and data tools are reshaping how we work. This means companies need to keep their teams up to speed or risk falling behind. Here’s what’s happening: Job roles are evolving. Employees need to learn new tools and workflows to stay productive and relevant. Digital learning platforms are helping bridge the skills gap. They offer scalable, flexible, and personalised training that fits into daily work. A 2024 McKinsey report found that companies using generative AI in upskilling are more successful, especially when learning is data-driven and continuous. Why this matters? - Traditional classroom training is costly and time-consuming. - Digital platforms like AI-based courses, microlearning, and virtual reality are more efficient and engaging. - Soft skills like problem-solving and teamwork are just as important as technical ones like data analysis or cybersecurity. In the UAE government initiatives like Emiratisation are driving workforce development. Companies like VFS Global are supporting Emirati youth through upskilling programs in partnership with government agencies. The goal: build a competitive, future-ready local workforce. Trends to watch: - Immersive learning with VR/AR - Gamified learning to boost engagement - Microlearning for busy professionals - AI-powered learning to personalise and scale training To stay competitive, businesses must invest in continuous learning—combining digital tools, soft skills, and local workforce strategies like Emiratisation. Upskilling isn’t just a benefit anymore. It’s a business necessity. #Upskilling #DigitalLearning #Emiratisation #FutureOfWork #AITraining #WorkforceDevelopment #LearningAndDevelopment

The way we learn at work is evolving—fast. In Mercer's latest market overview, Steve Goldberg helps me explore how corporate learning technology isn’t just about ticking compliance boxes anymore; it’s becoming a key driver of personal and professional growth.   Some key highlights include: **Personalization as a non-negotiable** – Employees expect learning experiences tailored to their roles, goals, and learning styles. Consumer tech has shown us what’s possible and we don’t want to go back.  Want to create a culture of learning? Ditch the one-size-fits-all approach and make learning meaningful to the learner.  ✨   **Skills development = business resilience** – Companies investing in upskilling and reskilling aren’t just future-proofing their workforce—they’re boosting engagement and retention. Connecting career paths to learning is a must if you want employees taking charge of their development.  🌉 **Tech alone isn’t the answer** – The most effective strategies blend cutting-edge platforms with a culture that prioritizes continuous learning.  Make time for learning and build it into the expectations of every role. Align people leader goals to team development and advancement. And most importantly, make learning and skill advancement worth it to learners – prove to them if they advance their skills, it will pay off. 📈 The bottom line? Corporate learning isn't just a nice-to-have, and neither is the tech that supports it. It’s a strategic tool that empowers employees and drives organizational success at the same time.   Curious to dive deeper? Check out the full report here: https://lnkd.in/gVpsa2xa  #LearningAndDevelopment #TalentDevelopment #FutureOfWork #HRTech  #Skills

AI is changing jobs daily. Your L&D strategy? Still moving at last decade's pace. That's the disconnect we tackled at the recent HR Brew event on AI and employee experience. The reality: if you bring AI into the job, everyone's role evolves every single day. But most companies are still using one-size-fits-all training programs built for a world that no longer exists. What actually works: → Bite-sized learning in the flow of work → Personalized content that meets people where they are → Training that prepares employees for 12-18 months from now, not just today The companies winning right now aren't the ones with the most AI tools—they're the ones helping their people continuously adapt through ongoing, conversational learning that evolves as fast as their roles do. One more thing: avoid "AI for AI's sake." The pendulum swung hard toward hype. Now we're finding balance—using AI to amplify human capability, not replace it. Great discussion with Kim Morick from IBM and Lucrecia Borgonovo from Mastercard. The future isn't AI vs. humans. It's humans empowered by AI and the right learning. Full article: https://lnkd.in/esRZCnjF Centrical #FutureOfWork #AIinHR #EmployeeExperience #LearningAndDevelopment

One of our clients—an international energy company—was undergoing a massive transformation, shifting from oil to e-mobility and sustainable fuels. The board’s mandate was clear: build a workforce ready for tomorrow’s challenges. During my first week, I visited a remote field site. Standing beside a team of engineers, I could sense their anxiety about unfamiliar technologies, stricter compliance audits, and the relentless pressure to deliver results. The old training modules? They barely scratched the surface of what these teams truly needed. We soon realized that off-the-shelf courses just weren’t enough. Understanding how people actually felt about new work processes was essential. I spent hours with field and office teams—listening, mapping out real pain points, and asking sometimes uncomfortable questions. How can we help our people make critical decisions on the ground? How do we build capability at scale, rather than just ticking compliance boxes? Once we gained that clarity, everything began to shift. Our team created an interactive learning journey—complete with role-based simulations, gamified crisis scenarios, and data-driven feedback loops. Each module put learners in the driver’s seat, dealing with real-life emergencies or optimizing EV infrastructure in realistic ways. It wasn’t all smooth sailing. Our first pilot exposed significant gaps—some learners felt overwhelmed, while others needed more hands-on support.We responded quickly by launching peer forums, field workshops, and targeted communications to bridge those divides. Within just 90 days, employees became noticeably more confident. Sites reported improved safety, efficiency, and even reduced downtime. This experience reinforced for me how real listening, strategic design, and a willingness to adapt can transform not just results, but the culture itself. I aim to make every learning initiative feel like a story worth living—for teams and for the business. #LearningAndDevelopment #EnergySector #Transformation #CriticalThinking #ProblemSolving #EVReady (Photo by <ahref="https://lnkd.in/gQWCp5Qf">Stockcake</a>)

Research shows that the average attention span has decreased by roughly 33% since 2000, dropping from 12 seconds to just eight seconds. Despite this, educational institutions continue to rely on long, repetitive formats that are increasingly unappealing to learners. Although there is a shift back toward in-person work and learning, it is essential to recognize that we must redesign the learning experience—not only for workers in the workplace but also for students in educational institutions—to better align with current attention spans and engagement needs. E-Learning is a fantastic tool. Sure, it’s convenient and efficient, but it just can’t capture the energy (or the chaos) of everyone gathered around the table. The same goes for learning: e-learning is perfect for those things you have to repeat over and over (think: compliance training or how to submit your timesheet—again), but it can’t replace the spark and connection of a live, well-crafted class. So, when clients ask me, “What should we put in e-learning?” I say, “Anything you don’t want to say a hundred times.” Save your energy for the good stuff—like brainstorming, debates, or group projects—where live interaction makes all the difference. The best learning programs are like a great meal: a little bit prepared in advance, and a lot made fresh with everyone together. That’s how you get both efficiency and the human connection that makes learning stick. Training should also be learner-centered, where they can learn at their own pace and according to their interests, which increases motivation and reduces cognitive overload. Providing workers with learning opportunities outside their immediate scope of work is a wonderful opportunity for engagement and personal growth. It not only broadens their skill set but also fosters curiosity, creativity, and a sense of ownership over their development. So here’s the challenge for every training and L&D manager reading this: Are you designing learning experiences that truly reflect the way people learn today—or are you still serving yesterday’s menu? The future of learning isn’t about more content, but about more connection, relevance, and flexibility. Let’s create programs that people don’t just complete, but actually crave. Because in a world where attention is scarce, meaningful learning is the ultimate competitive advantage.

❗ Only 12% of employees apply new skills learned in L&D programs to their jobs (HBR).  ❗ Are you confident that your Learning and Development initiatives are part of that 12%? And do you have the data to back it up?  ❗ L&D professionals who can track the business results of their programs report having a higher satisfaction with their services, more executive support and continued and increased resources for L&D investments.    Learning is always specific to each employee and requires personal context. Evaluating training effectiveness shows you how useful your current training offerings are and how you can improve them in the future. What’s more, effective training leads to higher employee performance and satisfaction, boosts team morale, and increases your return on investment (ROI). As a business, you’re investing valuable resources in your training programs, so it’s imperative that you regularly identify what’s working, what’s not, why, and how to keep improving. To identify the Right Employee Training Metrics for Your Training Program, here are a few important pointers: ✅ Consult with key stakeholders – before development, on the metrics they care about. Make sure to use your L&D expertise to inform your collaboration. ✅Avoid using L&D jargon when collaborating with stakeholders – Modify your language to suit the audience. ✅Determine the value of measuring the effectiveness of a training program. It takes effort to evaluate training effectiveness, and those that support key strategic outcomes should be the focus of your training metrics. ✅Avoid highlighting low-level metrics, such as enrollment and completion rates. 9 Examples of Commonly Used Training Metrics and L&D Metrics 📌 Completion Rates: The percentage of employees who successfully complete the training program. 📌Knowledge Retention: Measured through pre- and post-training assessments to evaluate how much information participants have retained. 📌Skill Improvement: Assessed through practical tests or simulations to determine how effectively the training has improved specific skills. 📌Behavioral Changes: Observing changes in employee behavior in the workplace that can be attributed to the training. 📌Employee Engagement: Employee feedback and surveys post-training to assess their engagement and satisfaction with the training. 📌Return on Investment (ROI): Calculating the financial return on investment from the training, considering costs vs. benefits. 📌Application of Skills: Evaluating how effectively employees are applying new skills or knowledge in their day-to-day work. 📌Training Cost per Employee: Calculating the total cost of training per participant. 📌Employee Turnover Rates: Assessing whether the training has an impact on employee retention and turnover rates. Let's discuss in comments which training metrics are you using and your experience of using it. #MeetaMeraki #Trainingeffectiveness