The 2020 Learning & Performance Management Report
In 2020 we have seen a great acceleration in the pace of digital transformation within organisations of all sizes.
For both business leaders and employees, this has been a time of uncertainty and also rapid change in the way we learn, perform and work.
New challenges create the need for new and different skills, with our workforces looking for greater support in their growth and development.
The way technology enables our employees and managers to have the necessary conversations around learning and performance has become a huge differentiator between businesses.
How can we provide both the support and access to knowledge that our employees need?
Is our approach to performance management strong enough to overcome the lack of human interaction that comes with remote conversations?
And what kind of user experience do our employees and managers have during a time of uncertainty and remote working?
These are some of the key questions that this report sets out to answer.
What Elements of Learning & Performance Management are Employers Focusing on?
In a previous research project that focused on retention and engagement, we found that job seekers and employees regularly look for growth opportunities. In fact, the number one reason why they join, and stay, with an organisation is believing they have the chance to grow, learn and develop new skills. This is primarily because employees recognise that while the world of work is changing, they want to get ahead and not merely keep up to date. The need for employees to keep learning and developing as businesses evolve places Learning & Performance Management high on the HR agenda.This paper will discuss Bridge, a platform developed by Instructure, a company that leads the market in educational software for educational institutions. Through a series of strategic decisions, Bridge has become one of the most modern employee-focused HR platforms, built from a foundation in learning management.
In a different 2019 research project we found that only 13% of organisations believe they invest enough in employee development. Clearly a greater focus on, and investment in, development can contribute significantly to the Employee Value Proposition, thereby creating a great place to work.
When we surveyed companies for this whitepaper, we found that in 2020 the key challenge that Learning & Performance Management addresses is Employee Development, satisfying this ongoing need to keep relevant and ensure employees have the learning and skills that they need for the future. Retention and Performance Management were the other main challenges addressed by Learning & Performance Management, whilst Mobility was seen as least important at the moment, though is beginning to play an increasingly important role. Most companies told us that Learning & Performance Management was very important to their leadership, with some adding that it was critical. The majority reported that their leaders were looking to invest in this area, although a few did admit that their budgets were limited. We shall be looking at how they are investing their budgets later on in this whitepaper.
Employee Development is currently important for a number of reasons. Some organisations are finding their commercial landscape changing and evolving, creating the need for skilled employees who can move the business forward, whilst others have already implemented hiring freezes, necessitating them to find a way to maximise the capabilities of the people they already have. We heard of the need to change culture, and also of redundancies triggering a need to maximise the skills and capabilities of those that remained.
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