The 4 Perspectives of Enterprise Learning

With Learning & Development, the view of what is being gained, given and paid for, depends on who it is seen by, the value is in the eye of the beholder. Let’s look at the perspective of the four key parties involved in the L&D process, these are;

1. Decision Makers
2. Managers
3. Learners
4. Clients

This mind map helps us dig deeper and is explained in more detail later.

Decision Makers are typically the owners, managers or directors of companies. They are responsible for the commercial success, and will require good reasons to authorize innovative staff training. For example a director of finance may want to know more about the outcomes and time taken from work.

Their key interest could be Commercial Gain and being certain about the Value that this and any other activity adds to the enterprise. They may have an interest in the Longer Term of identifying and developing Future Leaders. Despite the lofty ideals of education, at a business level, decisions are more likely to be sanctioned by commercial motives about making a Profit through Increased Productivity or obtaining a Competitive Edge. 

They may also have needs of Compliance to meet the Laws and Regulations such as Health & Safety.

Practical Obligation demands at least an adequate level of trained staff to provide Client Service and a level of Excellence in the product or service they provide. Their obligation may also extend to the the welfare and career benefit of staff in the name of good Employment Practice.

Managers want what is best for both their staff and their employers. They want the Confidence to manage more people at a higher level. They want to Create Loyalty that will lead to valuable Employee Retention. In business most Managers are doing much more than managing, with many demands on their time; so they want to give Less Supervision and deal with Less Problems through nurturing a well trained workforce. Making the process of Onboarding save time and reduce future misunderstandings. Managers want to Identify Needs using Training Records to identify Skills Gaps and Training Requirements.

As the needs of the workplace change they want people to have the Latest Methods of working and at least knowledge of the Latest Technology. Management is the art of doing many things, and a well trained workforce can make that so much easier. 

The Learners should be at the center of the learning process, their needs and motivations such as Advancement in their career, their own Personal Development and the prospect of Promotion are among the needs being met. They want to be, and should be, at the center of the process, because the success of the eLearning depends on their willingness to participate. They may seek the Self Confidence that comes with accepting and succeeding at a learning challenge.

They are motivated to Learn New methods, practices, processes and technologies to develop the Knowledge, Skills and Attitudes to make a greater contribution in their careers.

Rather than be taught, they want to Understand, What, How and Why they are learning.

The other beneficiaries are the Clients or other impactees. The people who deal with the company or use the product or service and are satisfied by their interaction. Finding and keeping clients is the key to all commercial enterprise. In non commercial enterprise the same principles apply, where what someone does affects others.

The user touchpoints gives clients the opportunity to ‘love or leave’. They want to know, perhaps that they are receiving something Better in the level of Service with the enhanced User Experience of a professional Encounter with trained and motivated staff. Client Retention and overall Satisfaction can add significant value and is more likely to be gained by a well trained workforce.

Looking for a solution that addresses all 4 stakeholders? I encourage you to take a look at LearnBrite.

If you agree, disagree or would like to add to the 4 perspectives I’d be delighted to hear your comments.