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Nick J. Howe

Chief Learning Officer

Area9 Lyceum

Why the 21st Century techenabled workplace needs

Adaptive Learning

The goal of every learning and development

organisation is to take positive action to

upgrade or build new skills in the workforce.

Yet despite the best efforts of L&D, the fact

remains that much of traditional corporate

training is inefficient and does little to move

the needle in making employees more

competent in their current jobs and prepare

them for new demands of the 21st century

technology-enabled workplace.

For greater efficiency and effectiveness in

talent development, employers need to make

adaptive learning the foundation of their L&D

strategies. Even if an employer isn't ready for

enterprise-wide deployment just yet, at a

minimum what adaptive learning has to offer

should be evaluated. As companies look to

the future, they must deploy training that

expands and enhances workers' skills-an

urgency that makes adaptive learning all the

more crucial.

Improving ROI

Any investment in corporate training must be

effective, as measured by its direct support of

the goals of the organisation, its ability to meet

the needs of all stakeholders, and its impact

as a learning intervention. Time to market is

becoming even more critical as technology

speeds the pace of change. In such highly

competitive, fast-evolving business

conditions, companies can't afford training

that doesn't produce the right return on

investment.

Against this backdrop, adaptive learning may

be the key differentiator for L&D teams as

employers seek to upgrade worker skills. It

brings together the best of computer science

and cognitive research, delivering a

personalised, computer-based approach that

adjusts to the needs of each learner in online

and blended learning scenarios.

Personalised approach

To be most effective, learning programmes

must adjust to the needs of each and every

learner. Such personalisation not only

improves impact and engagement but is also

key to gaining efficiency when training

employees who typically have very little time

to devote to learning while they try to carry out

their daily business activities. Historically, the

only way to achieve personalisation was

through tutoring. This approach is

prohibitively expensive for corporate training

and does not scale.

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