An in-depth approach to facilitate employee behavior change and generate business outcomes
As the marketplace becomes more complex and organizations expect employees to adapt more quickly, learning organizations may need to change the way they develop employees. We’ve worked with a number of clients to build an approach that engages employees at multiple points, leverages different modalities to engage different learning styles and provides just-in-time support to remind employees of key processes after they initially absorb the information. This approach, learner-centric learning, places the individual at the center of the scenario and uses diverse methods to inform, engage and reinforce the key messaging. Learn more about the offering.
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- Josh Haims, Principal, Deloitte Consulting LLP
- Burt Rea, Director, Deloitte Consulting LLP
- Jennifer Stempel, Senior Manager, Deloitte Consulting LLP
- Shifting from push to pull
- Social learning
- Workplace flexibility
- Organization strategy & design
- Strategic change
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A learner-centric approach is a dynamic method that engages learners over an extended time period using various modalities and feedback mechanisms to reinforce key messaging and promote desired behavior changes. It involves these five components:
- Consistent messaging that learners receive over a predetermined period and access through a centralized content repository.
- Formal opportunities to increase content awareness and communication of expectations.
- On-demand support that walks learners through activities they must complete independently.
- Dynamic content that allows employees to access information from subject matter experts and
pose questions to other learners through various communications channels.
- Risk mitigation feedback delivered to employees and their managers when they enter non-compliant transactions.How can social learning add value to my organization?
The sooner you start…
Learner-centric learning approaches can increase awareness of compliance issues, drive employees to accessible resources and demonstrate the organization’s commitment to compliance. Dissemination of compliance information through commonly used communication modalities provides contextual information employees need to understand the purpose of the requirements.
Formal learning opportunities communicate expectations and allow employees to engage with critical messaging. Support materials that employees can access on demand reinforce key concepts and allow them to rely upon the materials when completing key compliance tasks. Ongoing, informal communication opportunities, with leadership involvement, keep learners up to date on relevant compliance information and increase clarity of information. When put together into a synchronous plan, this approach can give employees the support they need before they have to comply, while they complete required compliance tasks, and, for the foreseeable future, while they change the way they operate to establish ongoing compliance.
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.