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Emerging Learning Solutions

Beyond the blackboard


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Reaching employees with high-impact learning programs that are both relevant to business needs and practical to implement (e.g., sustainable, scalable) means something different today than it did even 10 years ago.

One of our organization’s core competencies is helping our clients align their people strategies with their business strategies. That means not steering you toward or away from a particular learning technology or delivery method before first understanding your business goals and needs and how those relate to your workforce. Our professionals are adept at thinking holistically about learning and talent development and then using their deep industry experience and knowledge of instructional design and development — both tried and true and cutting-edge methodology and technology — to tailor services and solutions to your needs. Learn more about the offering.

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Meet our people

  • Bill Pelster, Principal, Deloitte Consulting LLP
  • Jennifer Stempel, Senior Manager, Deloitte Consulting LLP
  • Joshua Haims, Senior Manager, Deloitte Consulting LLP
  • Emi Kilburg, Senior Consultant, Deloitte Consulting LLP

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Learn more about the offering

Reaching employees with high-impact learning programs that are both relevant to business needs and practical to implement (e.g., sustainable, scalable) means something different today than it did even 10 years ago. Consider how these new realities complicate talent development:

Work and workers have changed…what does that mean for learning?
For one thing, organizations don’t look the same or function the same as they used to. Hierarchies are fewer and flatter; work is more virtual, collaborative and projectbased; employees are less tethered to traditional offices and set hours and often don’t work together in the same hemisphere let alone the same building. The workforce isn’t what it used to be either: In gender, generation, ethnicity and culture, today’s workforce is increasingly diverse and approaches work with needs and expectations different from those of their parents and even from one another.

Technology is a key…but which one(s), where and how?
This generational, cultural and geographical dispersion means that organizations should consider how to best reach learners with the appropriate learning delivery media. In fact, the very technologies and day-to-day practices that have changed our everyday lives can be put to work. Harnessing current technology trends such as social media, mobile devices, collaborative content (e.g., wikis) and the like can help engage learners and make learning more accessible, not only in terms of “when” it’s available, but also in how familiar, understandable, scalable and ultimately useful it is. 

Choices abound…so how do you choose?
For example, perhaps it makes sense for your organization to make learning available on multiple delivery platforms, such as self-paced online classes, virtually connected teleclassrooms and video conferencing. Perhaps social media tools can be used to create a forum for continuing dialog outside of the classroom. Perhaps there’s an opportunity to incorporate an emerging technology. Gaming, for example, has demonstrated to be an effective way to administer learning content and emerging technologies allow for more immersive and realistic gamebased learning experiences. “Smart” mobile devices have spurred Augmented Reality technologies, which allow users to interact and manipulate information from the surrounding real world on their mobile devices. So, just as a customer may point a smart phone at a product in a store to instantly look up pricing and product information, an employee might point the device at the operations floor and retrieve information such as profiles of colleagues, job aids, related learning activities and just-in-time support.

How we can help

One of our organization’s core competencies is helping our clients align their people strategies with their business strategies. That means not steering you toward or away from a particular learning technology or delivery method before first understanding your business goals and needs and how those relate to your workforce. Our professionals are adept at thinking holistically about learning and talent development and then using their deep industry experience and knowledge of instructional design and development — both tried and true and cutting-edge methodology and technology — to tailor services and solutions to your needs.

Specifically, we can help you determine effective ways to use technology to improve learning outcomes and, business results by:

  • Assessing learning needs and channels and the value proposition for investing in learning
  • Designing and implementing a knowledge and collaboration management system
  • Assessing and recommending ways to improve your current Learning Management System
  • Developing a strategy and roadmap for integrating learning technology
  • Evaluating, selecting and implementing learning technology services and solutions, such as mobile learning (including app design and development), social media, gaming and simulation, collaboration tools and other Web 2.0 technologies
  • Integrating or converting courseware and content for multiple learning platforms

Bottom-line benefits

An effective learning strategy can help our clients generate benefits such as:

  • Learning that’s more likely to resonate and “stick” with learners because it fits the demographic realities of your people and aligns talent to business needs across geographic locations
  • Support for stronger employee performance and improved business outcomes from just-in-time, just-what’s-needed learning
  • Better and more frequent collaboration through the use of technology tools
  • Stronger talent retention and attraction due to opportunities for personal and professional growth
  • Opportunity/Support to build a brand reputation as a cutting-edge employer

How to create more value now

Improve access. How do employees currently access learning and information? Is it appropriate for how they work (e.g., is your mobile sales force forced to immobilize themselves in a classroom)? Figure out what makes the most sense for your workforce.

Explore outsourcing options. Outsourcing e-Learning programs to subject matter specialists is usually more efficient and cost effective; it is very difficult for a corporate training team to stay current.

Think beyond ROI. Measuring not only ROI, but also strategic indicators, such as manager and learning satisfaction levels, competency levels achieved and attainment of the business goals established for each program, can drive increased effectiveness, efficiency and alignment.

Step back before you leap. Determining if adopting an emerging learning technology makes sense for your organization and, if so, how and where to implement it means first stepping back to see the big picture. A variety of factors should be considered before landing on a learning delivery method — the content itself, learner needs and comfort with emerging technologies, costs. Sometimes adopting a high-tech solution makes sense; sometimes it doesn’t.

Emerging Learning Solutions in action

  • Cloud-based, software-as-a-service (SAAS) technology is taking “learning by doing” to new heights for a university educating eye care professionals. A sophisticated online gaming simulation challenges student teams to start up and run their own eye care practice, managing a myriad of decisions around finances, equipment, technology, product and service offerings, staffing, marketing strategy and more. Incorporating current economic data and customer demographics, the simulation exposes students to the real-world risks and rewards of business so they are better prepared to run successful practices in the future.
  • Hundreds of diplomats, military personnel, civil servants and students have participated in a multiday leadership simulation to broaden their decision-making skills in crisis situations and hone their multiparty negotiating skills. Learning to manage situational politics, address the media, build alliances among people with diverse interests and make decisions — all in a high-pressure environment — can prepare participants to address complex, multi-faceted problems throughout their careers.

As used in this document, “Deloitte” means Deloitte LLP and its subsidiaries. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting.

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