Enable personalized, competency-based learning at scale
Once your data is loaded into the SDLE, you automate personalized, competency-based learning for everyone. Link learning objectives to skills in your competency model. Leverage behavioral examples to drive competency assessment. Recommend learning opportunities across the entire learning ecosystem, supporting the 70-20-10 model.
Link skills to strategy
Operationalize corporate strategy down to the skill level for each job role. The competency model defines the skills required to execute that strategy. The SDLE allows each person to assess their capabilities against that model. The results of those assessments drive personalized development plans.
As people develop and re-assess, you can:
Build a skills inventory
Automate needs assessment (it’s REAL!). Leverage the strategic skills intelligence output of the SDLE. Identify your skills baseline. Determine your strengths and weaknesses by job role. Enable strategic workforce planning. Know who to put on what project.
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Where it fits and why you need it
According to Deloitte, the trend is clear: "The learning organization must help learners figure out how to obtain the learning they need for themselves, from both inside and outside the company. If your organization has not yet embarked on this journey, the time to start is now."1 Using annual performance reviews to drive development is becoming a thing of the past. Keeping score is not the way.
Despite the widespread implementation of learning management systems, learning engagement and skill gaps continue to grow. Why? Because the LMS is not designed to fix these problems. Search is hard. Content is limited. Only formal activities… not 70-20-10. Reports support activity consumption, not skills analytics business leaders need.
1) Global Human Capital Trends 2016. Deloitte University Press. 2016.