Inspired by these real-life case studies that help deliver high-impact programs for the workforce.
This article is brought to you by the Institute for Adult Learning (IAL).
Singapore, where more than eight in 10 (81%) employees want their employers placed higher importance on job-related learning and upskilling. Indeed, helping employees learn better is a noble mission driven by business objectives and people leaders – all the way from picking apart the pain points to learning, to reconstructing the courseware and rethinking the mode of delivery.
- How can learning retention be increased?
- How can I get my operations team to take ownership of the learning solution?
- Most important, how can I measure learning outcomes to show impact?
Such questions are top-of-mind for employers, learning leaders, as best as business unit heads. Let’s take this opportunity to identify some undiscovered L&D best practices that are well worth your time.
The innovationPlus learning innovation challenge, managed by IAL Innovation Center (inlab), is one such unique opportunity. The twice-a-year competition sees L&D stakeholders in the organization identify their # 1 learning challenge, and then partner with a technology vendor to create a prototype / blueprint of the solution. The winning organizations have been awarded an up to S $ 200,000 grant to develop an innovative, feasible, and scalable solution that advances learning outcomes.
To inspire you to think above and beyond, we have handpicked three real-life case studies of employers that have raised their hands to innovate learning. Read on to be inspired and spark the change!
L&D challenge 1: Time-intensive personalized learning & feedback
At business technology provider Citrix Systems, supervisors were able to provide feedback on sales proposals, which could take up to an hour per plan. In fact, supervisors and salespersons were spending up to two weeks just getting plans finalized – a task that was time-consuming and tedious.
Partnering with Noodle Factory, Citrix System launched a prototype enabled personalized learning and feedback for Citrix partner account managers using artificial intelligence (AI). In a game-changing development, AI-enabled the automatic evaluation of plans and delivery of feedback. Not only repetitive, educational processes were automated, but even mentoring for standard processes benefitted from technology.
Time saved is money earned – the higher-quality account management plans drove incremental revenue. The purpose of using the AI tool has been to move away from repetitive tasks, and focus on more value-added activities.
L&D challenge 2: Low learning retention in high-risk industries
Singapore’s construction, marine, and manufacturing industries. So, when the team realizes that learning has been critical, After all, for workers in these sectors, it was a matter of life and death.
The solution lay in developing a scenario-driven, game-based learning solution on mobile, that allows migrant workers to virtually experience their job scope. Developed in partnership with Playware Studios, this working prototype also assesses their aptitude and decision-making skills. What does the trainer need to customize the courseware according to the needs of each group of trainees More interestingly, the prototype goes beyond the technical into the emotional realm.
Family members of migrant workers are encouraged to participate in the game, thus driving home the point of gravity of the dangers at work. Needless to say, the target learners (ie, migrant workers) are constantly reminded of their family members while undergoing training – a thoughtful yet hard-hitting way to drive up learning retention.
L&D challenge 3: Inability to track learners’ progress
The lack of a seamless dashboard to track the learners’ progress. Through a tie-up with Sambaash, a seamless and automated system mentor built. This prototype helps to track learners’ progress and provides timely prompts for learners, while equipping faculty / facilitators, program administrators, and instructional designers with learning & learner analytics.
How does this work? Well, the prototype, which has since been scaled commercially, is a virtual mentor that leverages on AI to interpret data from Lithan’s learning management systems. This helps to consolidate learner progress, and makes calculated projections of the learner’s likely completion or performance beyond benchmarks. The automation frees up faculty time to provide value-added support and guidance to the learners. In addition, the virtual mentor has the ability to support real-life mentors.
One of the biggest myths about innovation in learning is that it’s all about technology – when, in fact, learning innovation isn’t about tech. It’s about helping people learn better. If you revamp your learning strategy, then your bookmark learning innovation is a complement to your talent strategy. Sign yourself and your team up for the innovations Challenge to experience the limitless learning in a competitive environment. May the next success story be yours!
About innovPlus Challenge
IAL is the autonomous institute of the Singapore University of Social Sciences. IAL works closely with and supports adult education professionals, businesses, human resource developers, and policy makers throughout its comprehensive suite of programs and services. IAL also champions research in sustaining economic performance through skills, shaping employment as well as CET decisions, and developing innovations through technology learning and pedagogy to heighten adult learning. Find out more about IAL.
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