How do you align your L&D platform with your business goals?

Key in an L&D tool is to know your use case. Are you implementing the system to upskill your employees (become better at their current job and be able to move into a next career step) and/or to prove their license to operate (track trainings/certifications to assure they are allowed to perform their jobs)? Very different setups required for both goals. Might even require different systems

You cannot choose an L&D platform in a vacuum. Ask your colleagues in IT, marketing, procurement and legal to join you on this journey as soon as possible. Not only do you want to understand their organizational learning needs, but you want to comprehend the technical requirements needed to implement such a tool. They will love you for asking early!

Clearly define the specific learning objectives and outcomes that align with your business goals. Determine what skills, knowledge, and competencies are essential for your employees to contribute effectively to the company's success.

Align your L&D platform with business goals by identifying organizational objectives and skills gaps, tailoring content to address these areas. Incorporate real-world scenarios into learning modules for practical relevance. Utilize platform analytics to track outcomes and impact on business metrics. Encourage continuous learning by linking achievements to career progression. Regularly update the L&D program based on feedback and evolving business needs to ensure alignment and support growth.

The first challenge lies in ensuring that L&D goals are aligned with business objectives. Once that's in place, the platform (assuming it helps to deliver L&D goals) should be well aligned. For many L&D teams, the challenge is to get beyond the statement of generic contributions to supporting the business such as "to ensure staff have the necessary skills" to more specific contributions e.g. "to ensure that we are able to fill 80% of vacancies for X roles internally". In the sectors in which my company operates, the demographic profiles of workforces makes upskilling and reskilling essential to business success and potentially survival. That's a great platform for L&D leaders to work from.

Evaluate your existing L&D initiatives, programs, and resources to identify strengths, weaknesses, and areas for improvement. Consider factors such as employee engagement, learning outcomes, accessibility, and alignment with business needs.

Evaluating your current L&D setup is crucial. Analyse the strengths and weaknesses of your programmes, identify any gaps or challenges, and consider how your employees prefer to learn and how you track your L&D activities. This will help pinpoint areas for improvement and opportunities to enhance your platform. Define your focus area based on your operational context. If you're in a regulated environment, prioritise strong compliance features. For high user engagement, opt for a platform that offers diverse content. If both are needed, seek a solution that integrates these elements to effectively support your specific business needs.

Look for features like gamification, social learning, interactive feedback, assessments, certifications, and comprehensive analytics. Compatibility with existing HR systems is also important. Assess the costs involved and weigh them against the expected benefits and how it compares to other options. Remember, a new platform alone won't transform your learning and development outcomes. Effective change management and employee buy-in are essential to drive adoption. Start by focusing on key features that provide immediate benefits to build momentum and demonstrate the platform’s value.

Aligning your L&D platform with business goals is crucial for driving meaningful learning outcomes. The first step is pivotal: get started by clearly defining the KPIs that align with your strategic aims, ensuring that the strategy not only supports but enhances essential skills development within your organisation. It’s important to consider how both existing and user-generated content can be integrated into your overall skills strategy to maximise relevance and impact. Remember, the technical setup is just one part of the equation; effective change management is essential to foster engagement and show tangible value to your employees.