How E Learning has become a Vital Part of Corporate DNA?
Arun Rajamani, General Manager Pluralsight India
We live in a rapidly evolving world with business models being disrupted at every turn. To survive, organizations today, we need to adapt to consumer demands, recruit and retain top talent and leverage resources efficiently to push boundaries every single day. Given this, online learning is the best way to learn in today's environment. Whether you are looking for a job or are presently working, online learning provides the best way to learn quickly, on-the-go, allowing for personalization of learning, online assessments and tailoring of learning paths to align with your career path.
But it's also important to implement what is being learned. Leveraging data and analytics from online learning platforms, enterprises can invest in segmenting their employee base based on their current skill levels through online assessments and tailor the learning content towards what they need to learn for re-skilling with dedicated learning paths. They can also determine learning styles (for example - just in time learners, byte-sized learners, sequential learners) and use e-learning platforms to deliver hyper-personalized learning experiences for them for maximum effectiveness.
With e-learning, companies can leverage platform capabilities to set learning goals while allowing the learner to also exercise freedom in learning based on their innate interests.
On the space of talent hunting, the war is heating up, investment in staff training and development has become more vital than ever before. Taking the right approach will allow companies to benefit from a highly skilled workforce delivering their true potential; failure to do so will lead to withdrawal of talent that will leave one step behind the competitors. As corporate understanding of learning and development has grown more vigorous day by day, so also has the importance of having talent leaders in place who are committed to maximizing the benefits of their organization's training initiatives.
Henceforth, re-skilling is the need of the hour for the tech industry in India. While the industry is taking a generational leap in training fresher graduates in new gen technologies along with foundational technologies, the employee segment in the 3-15 year experience bracket is the main target for re-skilling. Technology roles have also evolved today to become more multi-dimensional. A web developer today is expected to have expertise in 3-4 different skill areas like UX design, Psychology, Angular, Full stack development - so the re-skilling has to focus on skill analytics to determine what the cluster of skills are today and how learning plans can be tailored to get the employee to a target skill level.
NASSCOM predicts that between now and 2025; Digital-led IT services will grow 4x while traditional IT services will grow 2x of current REVENUES. So, broadly speaking Digital as a skill category represents what we call as New Tech and is the most sought-after re-skilling category. When we say digital, different companies define it differently.
When speaking about the learning arena, in India traditionally, learning has been delivered in the classroom model which takes a professional away from her work and places her in a controlled environment where a teacher is teaching a group of learners. Today's professionals have changed their learning styles. Some of them like to learn sequentially, some of them like to learn just-in-time; some of them repeat learners. In order to learn skills on the job, it is important to create an online learning experience where the professional can learn concepts while she is working according to her learning style and apply it back to her work seamlessly. E-learning allows Hyper-personalization of learning experiences -where the platform allows the learner to customize the experience to suit her learning style and needs. For example, she could be a sequential learner or a repeat learner or a just-in-time learner. E-learning caters to all learning styles unlike classroom.
Hence, with e-learning, companies can leverage platform capabilities to set learning goals while allowing the learner to also exercise freedom in learning based on their innate interests. E-learning provides state-of-the-art analytics capabilities that tell a company how much, on what topics, at what times their employees are learning. In today's evolving tech environment in India, it is imperative that companies conduct detailed analysis of skill clusters that exist within their organizations. (As told to HER Team)
Arun Rajamani
Arun Rajamani is a dynamic business strategist and a mature leader with over 20 years track record of delivering exceptional business results, managing large businesses and diverse teams in India and international markets. He is presently the General Manager at Pluralsight India having deep expertise in Emerging Markets, Enterprise Business Models and Incubating New Operating models.
But it's also important to implement what is being learned. Leveraging data and analytics from online learning platforms, enterprises can invest in segmenting their employee base based on their current skill levels through online assessments and tailor the learning content towards what they need to learn for re-skilling with dedicated learning paths. They can also determine learning styles (for example - just in time learners, byte-sized learners, sequential learners) and use e-learning platforms to deliver hyper-personalized learning experiences for them for maximum effectiveness.
With e-learning, companies can leverage platform capabilities to set learning goals while allowing the learner to also exercise freedom in learning based on their innate interests.
On the space of talent hunting, the war is heating up, investment in staff training and development has become more vital than ever before. Taking the right approach will allow companies to benefit from a highly skilled workforce delivering their true potential; failure to do so will lead to withdrawal of talent that will leave one step behind the competitors. As corporate understanding of learning and development has grown more vigorous day by day, so also has the importance of having talent leaders in place who are committed to maximizing the benefits of their organization's training initiatives.
Henceforth, re-skilling is the need of the hour for the tech industry in India. While the industry is taking a generational leap in training fresher graduates in new gen technologies along with foundational technologies, the employee segment in the 3-15 year experience bracket is the main target for re-skilling. Technology roles have also evolved today to become more multi-dimensional. A web developer today is expected to have expertise in 3-4 different skill areas like UX design, Psychology, Angular, Full stack development - so the re-skilling has to focus on skill analytics to determine what the cluster of skills are today and how learning plans can be tailored to get the employee to a target skill level.
NASSCOM predicts that between now and 2025; Digital-led IT services will grow 4x while traditional IT services will grow 2x of current REVENUES. So, broadly speaking Digital as a skill category represents what we call as New Tech and is the most sought-after re-skilling category. When we say digital, different companies define it differently.
When speaking about the learning arena, in India traditionally, learning has been delivered in the classroom model which takes a professional away from her work and places her in a controlled environment where a teacher is teaching a group of learners. Today's professionals have changed their learning styles. Some of them like to learn sequentially, some of them like to learn just-in-time; some of them repeat learners. In order to learn skills on the job, it is important to create an online learning experience where the professional can learn concepts while she is working according to her learning style and apply it back to her work seamlessly. E-learning allows Hyper-personalization of learning experiences -where the platform allows the learner to customize the experience to suit her learning style and needs. For example, she could be a sequential learner or a repeat learner or a just-in-time learner. E-learning caters to all learning styles unlike classroom.
Hence, with e-learning, companies can leverage platform capabilities to set learning goals while allowing the learner to also exercise freedom in learning based on their innate interests. E-learning provides state-of-the-art analytics capabilities that tell a company how much, on what topics, at what times their employees are learning. In today's evolving tech environment in India, it is imperative that companies conduct detailed analysis of skill clusters that exist within their organizations. (As told to HER Team)
Arun Rajamani
Arun Rajamani is a dynamic business strategist and a mature leader with over 20 years track record of delivering exceptional business results, managing large businesses and diverse teams in India and international markets. He is presently the General Manager at Pluralsight India having deep expertise in Emerging Markets, Enterprise Business Models and Incubating New Operating models.
