Corporate learning technologies have been buffeted by change. Employees, frustrated with internal learning options, were looking outside their organizations for new learning resources, forcing employers to reconsider whether legacy technology platforms were meeting workforce needs. This profound shift in learning preferences and need for content better tailored to rapidly changing business environments has fueled the rise of a bevy of new vendor systems that are more consumer-like, user-friendly and personalized to employee needs.
E-learning courses and classroom training now seem dated or cumbersome given the vast amount of content now available to employees through YouTube; social media networks; learning platforms like Lynda.com, Coursera and Udacity; blogs; and external podcasts. Industry vendors seeking to bring these more modern learning approaches into organizations have unveiled new digital platforms featuring micro-learning content, systems designed to aggregate and curate content from external and internal sources, tools that allow employees to author their own content, and artificial intelligence that can recommend learning experiences based on past preferences or career stage.
These technology disruptions have many chief learning officers (CLOs) and training directors rethinking how learning and development should look in their companies.
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