Transforming Digital Skills: A Conversation with Kanwarpriya Khanna
In a recent one-on-one session conducted by TeamLease Digital, Vivek Tyagi , Business Head-Enterprise Learning Services at TeamLease Digital, engaged in a deep conversation with Kanwarpriya Khanna , Director - HR at Aon . The discussion focused on the pivotal role of learning and development (L&D) professionals in driving digital skills transformation within organizations. This blog summarizes their insightful conversation, highlighting key takeaways on how L&D professionals can effectively drive digital transformation, the importance of personalized learning, and the role of data-driven decision-making in measuring the impact of digital skills programs.
Envisioning the Role of L&D in Digital Skills Transformation
Mr. Tyagi initiated the discussion by asking how L&D professionals can drive digital skills transformation in today’s rapidly evolving digital landscape. Ms. Khanna emphasized the significant shift in the role of L&D professionals, from traditional training facilitators to strategic partners in business transformation. She highlighted the importance of starting with the 'why' – understanding the strategic goals of the organization and the current skill levels of employees – before diving into the 'what' and 'how' of digital skills training. This strategic approach ensures that digital skills programs are aligned with organizational goals and address the actual needs of employees.
A Successful Case Study: Aon's Tech-Up Initiative
Mr. Tyagi then asked Ms. Khanna to share a compelling example of a successful digital skills transformation program.
She discussed Aon's "Tech Up" initiative, aimed at enhancing digital skills across their shared service business. The initiative began with a comprehensive skill gap analysis, identifying the required digital skills and the current proficiency levels of employees.
This data-driven approach enabled Aon to design personalized training programs tailored to different proficiency levels – beginner, intermediate, and advanced. The program included a mix of self-paced learning, mentorship, and experiential learning, resulting in significant improvements in operational efficiency and cost-effectiveness. Within three months, the initiative helped save significant man-hours, underscoring the tangible benefits of a well-structured digital skills program.
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Balancing Personalization and Scalability in Learning Initiatives
Mr. Tyagi's next question focused on balancing personalization and scalability in digital skills development. Ms. Khanna acknowledged the challenge but stressed the necessity of this balance to ensure effective learning outcomes. She shared Aon's approach of leveraging a robust Learning Management System (LMS) that supports on-demand, personalized learning while maintaining scalability. Aon uses blended learning methods, structured learning paths, adaptive learning technologies, and a combination of formal and informal learning to cater to diverse learning needs. This holistic approach ensures that employees receive personalized learning experiences without compromising on the scalability of the programs.
Leveraging Data and Analytics to Measure Impact
The conversation then shifted to the role of data and analytics in measuring the impact of digital skills development programs. Ms. Khanna emphasized the importance of a data-driven approach, encapsulated in her mantra, "In God we believe, everything else is data." Aon uses the Kirkpatrick model to evaluate the effectiveness of their learning programs, starting from learner feedback (Level 1) to pre- and post-training assessments (Level 2), performance impact (Level 3), and ultimately, business outcomes (Level 4). This comprehensive evaluation framework allows Aon to quantify the impact of their digital skills initiatives, ensuring they deliver tangible benefits to the organization. Continuous monitoring and iteration of the programs based on feedback and performance data further enhance their effectiveness.
Fostering a Culture of Continuous Learning
To wrap up the discussion, Mr. Tyagi asked for advice on fostering a culture of continuous learning and adaptability among employees. Ms. Khanna highlighted the importance of leadership commitment, robust communication strategies, and a supportive learning environment. At Aon, learning is part of the organisation DNA, its infact a strong pillar of its EVP – At Aon, employees are “More Relevant”.
Learning at Aon is not just a push approach but is driven by a pull effect, where success stories and career growth opportunities inspire employees to take ownership of their learning journeys.
She emphasized that fostering a digital mindset and continuous learning culture requires a collective effort from the entire organization, guided by the strategic direction of the L&D function.
Conclusion
The insightful conversation between Vivek Tyagi and Kanwarpriya Khanna underscored the crucial role of L&D professionals in driving digital skills transformation within organizations. By starting with the 'why', designing personalized and scalable learning programs, leveraging data for decision-making, and fostering a culture of continuous learning, L&D professionals can effectively navigate the complexities of digital transformation. This blog highlights the key points from the conversation, offering valuable insights for L&D professionals looking to drive digital skills transformation in their organizations.