The learning organization: the path to agility

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A learning organization is above all a state of mind, which values ​​the learning of curiosity and humility, to seek to progress by constantly appropriating new knowledge.

The learning organization: the way to agility – © DR

Why enter into a logic oflearning company ? Quite simply to adapt more quickly to changing jobs and skills needs.

Global experts estimate that between 400 and 800 million jobs will disappear by 2030, due to the accelerated automation of tasks and the impacts of artificial intelligence.

In addition, companies are increasingly seeking to recruit employees with soft skills, that is to say human qualities, such as collaboration and adaptability and also capable of creativity.

Digital transformation raises issues of upskilling and reskilling

Companies ask candidates and employees to enter into permanent or continuous learning logics and to always be able to acquire new skills, in order to avoid the obsolescence of skills in a constantly changing context.

We note that the health crisis has also highlighted the urgency of promoting a learning organization, capable of being all the more resilient in the face of unforeseen events and challenges of all kinds.

Training and Development managers will have to put in place a new development plan that is based on a culture of continuous learning.

The task is not easy, as only 42% of employees believe they always or frequently ‘learn’ at work, while 39% say they never or rarely learn at work, according to a Forbes study!

A question of culture above all

A learning organization is above all a state of mind, which values ​​the learning of curiosity and humility, to seek to progress by constantly appropriating new knowledge.

We are talking about a real philosophy here and the example must come from the top of the pyramid. The behavior of management and managers will directly influence that of employees.

Developing a culture of feedback and sharing allows fluidity in exchanges and brings out innovative ideas.

A culture conducive to learning is based on the recognition of the professional and personal qualities and abilities of individuals. Employees must perceive the training offered by the employer as ways of progressing to grow personally and professionally, to flourish and take their place in the organization and society.

The culture of learning, put in place by the company, must be experienced as a means, even a “privilege”, to help them grow in terms of skills and therefore employability.

A playful approach

Traditional catalog training has become obsolete. Today, employees expect from their company career paths in line with their needs and desires for professional fulfillment, but also personal ones based on new uses. They ask for easily accessible, modern digital tools that offer adapted content, rather short, even fun, in order to compensate for the time-consuming side of training.

Lifelong learning is achieved through the diversity of modules and the variety of communication channels. It must easily adapt to the needs and be personalized according to the consumption habits of the different populations of the company, apprehended rather as “consumers”.

The Training and Development departments offer multiple tools and platforms promoting online learning so that employees can learn when they need to, anywhere and with any medium (computer, tablet, smartphone). 24-hour mobile learning courses are growing strongly.

Neuroscience shows us that access to on-demand training is a more effective way to learn and retain knowledge. The game is also a relevant and effective learning resource. It encourages employees to always want to know more and to increase their effort and concentration, in a pleasant way rather than under duress.

Rewards, points or rankings are rewarding and stimulate the learner through recognition from peers and managers. The different levels accessible in the gamification process easily guide them towards the appropriate content to acquire new skills related to the final objectives of their training.

Social learning, a matter of sharing

The sustainable acquisition of knowledge is also achieved through peer-to-peer sharing and enrichment. The learning company must equip itself with effective tools in order to facilitate all these moments of exchange.

Once the knowledge has been acquired, employees must be able to challenge each other, compare their ideas, highlight best practices and continue to learn from each other. Learning takes place through transmission. The process of interacting with other collaborators activates their knowledge and stimulates their critical thinking skills.

Social media can be an asset today to set up forums, created before, during or after the training, or online events in order to relaunch the sharing of experience and the debate of ideas.

The possibility offered by these discussion platforms, to also publish links to articles or videos or to curate content yourself, now represents a formidable resource for creating a strong dynamic of exchanges and commitment.

The learning company as a performance lever

The learning company means weaving a close link between individual skills and collective skills.

This approach then allows companies to have higher adaptive capacities.

In view of the added value provided by this new state of mind of permanent learning, but also of the economic and social challenges to come, we now understand why becoming a learning company will be at the heart of tomorrow’s performance.

A Digital HR editorial contribution from Sopra HR Software dated 09/21/2022

We would like to thank the writer of this write-up for this outstanding web content

The learning organization: the path to agility


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