Rapidly shifting global market trends are pushing organizations of all sizes to be agile in their approach to business. Not only that, the people who make up their workforce are in a state of flux. This change can be uncomfortable and disruptive to businesses.

To build sustainable growth and help their organization become a great place to work, business leaders must consider the following questions:

• Do managers understand their employees’ existing competencies?
  
  
• Do they follow personalized approach for each of their employees’ development? 
  
  
• Do executives have access to actionable insights across the organization that helps them identify skills gaps and business risks?
  
  
• How can the organization best move forward in the face of ever-changing business challenges?

Improving the performance of an organization is directly related to the ability to improve the performance of its people. Business leaders must direct their organizations future and harness human potential by cultivating an evergreen source of talent. Implementing a technology-enabled, people-centric strategy to achieve this will help organizations achieve a competitive advantage and continuous growth.

The key to unlocking the full potential is a talent strategy that puts learning and people at the core. An organization’s success is based on its ability to rapidly acquire and apply knowledge to new opportunities and challenges. Fortunately, the desire to increase skills is universal for both employees and employers. 

For this, organizations need technology-enabled solution that delivers development opportunities that engage and improve employee performance. The delivery platform should seamlessly integrate with other business systems across the organization, leveraging big data to personalize learning plans and consistently deliver actionable insights on how the program is impacting the business. Learning-centric talent expansion allows an organization to offer:

• Relevant content. Employees need high-quality content that’s readily available and easily accessible at the point of need, rather than reactive, impossible-to-find content that they have to seek out — and that’s assuming that they even know the content is there.
  
  
• Consumption, as you like it. People need information that’s accessible, where and when they need it — in enterprise applications, through mobile devices, and anywhere else they may be.
  
  
• An engaging experience. If you want people to learn and retain what they’ve learned, you have to deliver a personalized, contextual experience that provides the right content in an engaging manner. Engagement and relevance should no longer be driven by an individual participating in a learning activity or selecting specific content — they have to be driven by a solution that captures the actions of tens of millions of users and then uses the learning from those actions to build an intelligent solution that constantly delivers information that is contextual and predictive. 

Organizations must examine their current practices and drive learning to the core of their company culture. An open learning and content platform at the center of an organization’s talent management platform will help business leaders know, grow, and engage their employees – ultimately positively impacting the bottom line.