Selecting the right employee development platform is not always an easy choice, given its implications for skills development, employee engagement, and organisational growth. I often get asked "Which platform would you recommend?" and my answer is, for the better part... a set of questions! If you too are searching for the best development platform for your team, you might find these questions useful.
1. what's your skills model?
Once you have the platform, you will want to populate it with content, making it grow and evolve over time. If you want to have a blueprint for growth beyond the very first 'content dump', consider using your skills framework or creating one.
2. what training content have you already got?
Evaluate the extent of your current in-house training resources. If your organisation already has a robust set of training modules, you might look for a platform that integrates well with existing content and complements these resources. Conversely, if your in-house training is limited, a more comprehensive platform that offers off-the-shelf materials and extensive course libraries might be preferable.
3. how will you measure development?
Effective measurement of skills development is crucial. Evaluate how potential platforms support the tracking of learning outcomes and skills acquisition. Do they offer analytics tools that provide actionable insights into employee progress? Ensuring that the platform includes effective assessment mechanisms will help tailor the learning experience to individual needs and measure the ROI of your training programs.
4. HOW WILL TEAMS FEED INTO THE PLATFORM?
Consider how various stakeholders can feed into the platform. Will managers assign courses and track progress? Is there a feature for peers to recommend courses to each other? Platforms that promote collaboration and feedback typically enhance learning outcomes by fostering a community of engaged learners who support each other’s development.
5. is self-directed learning part of the equation?
To foster a culture of continuous learning, choose a platform that encourages self-starters. Look for features that allow employees to explore additional resources, share content with colleagues, and even create custom learning paths. This approach not only diversifies the learning experience but also empowers employees to take charge of their own development.
6. Which learning modalities?
Diverse learning modalities cater to different backgrounds and needs. Check whether the platform offers a mix of videos, quizzes, interactive simulations, and real-world assignments. Consider the mechanisms for assignment reviews—does the platform facilitate peer reviews, or are there professional coaches available? The more varied the methods, the better the platform can cater to a diverse workforce.
7. are integrations needed?
Data connectivity is essential for tracking and reporting. Evaluate whether the platforms can seamlessly integrate with your existing HR systems and whether you can easily export data to assess the effectiveness of your training programs. Also, consider the cost implications of these integrations and whether custom coding is required.
8. how will you make it accessible?
Ensure that the platform is accessible to all employees, including those with disabilities. Compliance with accessibility standards is crucial to ensure broad usability and adoption. Remember, a more complex system might lead to lower adoption rates if not user-friendly.
9. which Languages and Devices?
Global companies need platforms that support multiple languages and work seamlessly with auto-translate tools to ensure all employees, regardless of their location, can benefit. Additionally, device compatibility is key; employees should be able to access learning materials whether they are on desktops, tablets, or smartphones.
10. What will the platform look like two years from today?
Finally, consider how frequently the platform updates its content and features. A platform that regularly introduces new courses and stays current with industry trends is likely to be more beneficial in keeping your workforce up-to-date with the latest skills and knowledge.
what next?
Use the questions above as a starting point to discuss with your team what matters most and create your own set of criteria. The time you invest upfront will be a massive boost both for platform uptake and performance impact.
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