A recent survey by Sapient Insights Group found that the average organization uses 16.24 human resources (HR) solutions, which is up from 10.23 in 2020 and 8.85 in 2019. It makes sense that businesses today rely on more HR solutions than in years past, with remote and hybrid work models becoming more common since the onset of the pandemic. This trend will likely continue into the future.

When organizations operate virtually, either part time or permanently, they need systems and solutions in place to track, analyze and support employee performance, and to roll out learning solutions to a distributed workforce. However, managing multiple learning and HR systems simultaneously can be a challenge, requiring extensive time and resources that many learning leaders simply don’t have.

Integrated microlearning can help connect your learning technology ecosystem for improved efficiency and streamlined processes. But it also benefits your employees. Managing multiple logins and moving from system to system for learning tasks is cumbersome and interrupts their flow of work.

Why Connect?

Imagine that you just logged in to work from home. You check your email and your team’s messaging platform, then log in to your company’s learning management system (LMS) to look for any newly assigned training you need to complete. Later that day, you might log in to a project management portal to check the status of an upcoming deliverable before logging out and jumping back into the LMS to finish a course you started that morning. But you forgot your password, so you’re locked out. After a lengthy phone call with tech support, you are able to reset your password and finish what you started. You check your email one last time and then use two-step authentication to sign in to your organization’s customer relationship management (CRM) system and pull information on a client’s account before tomorrow’s sales call.

For many professionals, jumping from one technology or system to another is standard operating procedure, especially for people who work from home and  might have back-to-back virtual meetings or check-ins. But employees are quickly becoming overwhelmed by the number of tools they have to use on any given day.

When trying to learn a new skill, navigating between multiple tools and systems can hinder the learning process, distracting the learner from the training at hand and slowing down their journey toward improved performance. Additionally, with so many usernames and passwords floating around these siloed systems, the idea of creating a new login to complete a training program can instantly disengage and dissatisfy learners.

Connecting your learning tech stack is critical in creating seamless learning experiences that translate to improved knowledge retention and performance.

Microlearning, Reinforced

Today’s learners want bite-sized training that they can immediately apply in their roles. By integrating microlearning in the flow of work, employees can have learning delivered to them at their point of need. Microlearning, which uses spaced repetition — a technique that breaks down training into digestible pieces, and then repeats key points over time — is proven to increase knowledge retention. This is critical because today’s learners are more distracted than ever and are more likely to forget what they’ve learned.

Delivering microlearning through the tools your learners use every day, whether a CRM, HR system or social collaboration platform, increases the likelihood that they will weave training into their daily routines. It also streamlines the learning process by bringing training to learners where they are, eliminating the need to move across multiple systems or technologies to complete training.

Automation to the Rescue

Integrating microlearning within learners’ everyday tools is an important first step in connecting your learning technology ecosystem. But creating a seamless experience doesn’t stop there. After learners complete the microlearning that is delivered to them, learning leaders need a way to track and measure key learning metrics quickly and at scale.

Too often, learning analytics are stuck in siloed learning and HR systems. This creates barriers for L&D teams, who must be able to retrieve analytics in their moment of need. When your learning systems don’t “talk” to one another, training professionals are stuck having to manually enter data points across systems, such as the number of enrollments in a course, net promoter scores and test or evaluation results. Not only is this time consuming, but it’s also prone to human error. Learning technologies and systems that provide visibility into learning and performance analytics across the enterprise can help learning leaders stay ahead of any emerging skills gaps.

Innovative learning technologies can also make relevant training recommendations for learners based on these insights. For example, if a learner takes a course on diversity, equity and inclusion (DEI) in a learning management system (LMS) and gets multiple questions about unconscious bias wrong on the end-of-course assessment, the LMS can “signal” to other technologies and systems that the learner may need additional training in this area. Then, the system can automatically “recommend” additional training to the learner or even auto-enroll the learner in an upcoming unconscious bias training workshop or course.

By automating the HR tech stack, employees receive an individualized learning experience, data entry and tracking becomes more seamless and the other platforms in your ecosystem instantly become more valuable. This leaves your training managers with more time to focus on what can’t be automated, such as one-on-one coaching or mentoring sessions with learners, which are critical to the overall success in developing your workforces skills.

A Future-forward Solution

2021 saw many advancements in how we work and learn, and it’s unlikely that 2022 will be any different. Companies that fail to connect their learning technology ecosystem will inevitably fall behind as employees (and new ideas and insights) become siloed in different systems.

Integrating microlearning into learners’ daily flow of work and automating key processes will transform the HR tech stack into a streamlined performance improvement powerhouse that will position both learners and organizations for success in 2022 and beyond.

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