Companies should reinvent themselves to deliver more personalized employee learning experiences based on roles, job profiles and competency-based assessments. Artificial intelligence and predictive analytics technologies can offer guidance by understanding employee profiles and then matching a person’s situation to available learning.
One caveat: Using employee data for either current or future roles is complicated. Based on our research, about half of the organizations’ workforces have concerns about data collection. Responsible leaders will develop their learning programs in a way that builds trust in how data is collected and used, and that focuses on outcomes that benefit employees as well as the business.
Sixty-one percent of workers would be willing to have technology collect data about them and their work in exchange for more customized learning and development opportunities.
Increasingly, informal learning opportunities—often on mobile devices—will supplant formal, classroom training. According to the “70/20/10” rule for the learner experience, companies should emphasize on-the-go learning, followed by lower percentages of social and formal education.
A key here is to leverage delivery platforms and content ecosystems to broaden the knowledge and support available to workers, and then machine learning such that your learning systems adapt to the changing needs of workers.
Accenture asked executives what percentage of their workforce will move into new roles requiring substantial reskilling due to the impact of technology.
17% Of executives said that over 60 percent of their workforce needs substantial reskilling for new positions today.
43% Of executives reported that over 60 percent of their workforce would require substantial reskilling for new roles over the next three years.