There is a complexity in supporting training and development in the workplace. Even small organisations have a wide range of roles; each of which has distinct skillsets. The workers in these roles are increasingly remote and geographically dispersed; whether across a global company, contingent workers, home workers or mobile staff. Delivering to their point and time of need is important. 

How can we address this and let learning flow naturally, on-the-job and easily?  This complexity - a variation in the audience, location and role - is challenging to support with a single system; a single technology.

A modern talent development leader has a range of tools - a portfolio of services & technologies - to draw upon to support new and changing needs. Many technologies will have a niche feature set to meet specific challenges.




Assessing and training employees in digital skills results in improved productivity, innovation, agility, and work quality. We explore the impact of digital skills gaps on organisations, how to determine if you have a gap in productivity and collaboration tools skills, and how to improve digital skills across your organisation.


There is a risk in deploying a wide range of tools that it creates a fragmented environment. Where it is difficult for people to know where to go to do what they need to do. This risk is easier to manage now.

Increasingly, your workforce has a high level of digital literacy. They are adept in navigating many applications, each with a specific purpose, in their home lives. If you, as a learning leader, are careful and deliberate in using each tool for a specific purpose to make each platform distinct, your workforce will understand their environment.

Join up the data. Simple employee data like usernames, passwords and roles can all be drawn in from central HR systems or indeed from your Learning Management System. Platform data - the usage of content and progression along learning pathways - can all be exported into a central repository. This can be something as simple as a spreadsheet or something as complex as a business intelligence platform. This will unify data into a coherent view of activity across your organisation.

A digitally-adept workforce accessing systems with the same underlying information will make navigating multiple platforms a manageable and coherent experience.


Learning Experience Platforms

Learning Experience Platforms

As demand for LXP's has grown many providers have improved their offerings. This document reviews the solution capabilities that are available in the evolving learning platform market.

So what might a Portfolio look like?

Many companies already have a learning management system in place. This core learning platform will always be relevant as a hub to deliver learning content, especially compliance training programs, schedule classroom training and support blended learning. Now the LMS can also serve as your gateway to new platforms and services. Using the learning management system as your core, you can establish a foundation of services that plug into the LMS to draw upon user data and give your workforce a single place to jump off from.

Connected to this LMS, you may use a Learning Experience Platform that is pre-loaded with high-quality content that is updated and maintained for you by the supplier. Let your learners access what they decide they need in their flow of work. You may move your compliance programme onto an adaptive questioning tool to give precise insights into skills gaps across the organisation. Allow the artificial intelligence of the system to tailor the content each individual receives to their particular needs.

These, the day-to-day needs of an organisation, can use up all of the resources of your business service. Or they can be delivered easily through largely automated products and services and allow you to focus on the high-level business strategy.

With these foundations in-place and running with little intervention, you can manage exceptional learning challenges by exception. Looking at onboarding, you may deploy an app, fully-branded to your organisation, to enrich the first experience of a new hire.

Talk with us today about what services will help you to support performance in your organisation.

You can read more about service portfolios here and see a range of options and ideas here.



The surprising leap - LMS to Learning Experience Platform

Developing, deploying and maintaining content that is relevant, accessible and engaging is challenging. Learning Experience Platforms (LXP’s) offer a solution.


From SCORM to scalable L&D solutions

We have been having conversations with our clients about the move away from SCORM. We look at ways to make the move - whether it's a small step or a giant leap.


Learning in the flow of work

'Learning in the flow of work' is a concept where learners can easily and quickly access answers or short pieces of learning content that will help them to do their jobs, at the point of need.


The moment of opportunity for learning development

L&D has a real chance to create genuine value. Budgets are increasing, especially in the digital space, and Learning & Development has the support of executives. Now we are at a crossroads where we have real new opportunity and we need to decide what we're for.


Reducing barriers for organisational learning

We all know that the workplace is changing, people are more mobile and increasingly remote, new talent is hard to find and we need to ensure we can grow from within. This shift has enabled us to become much more ambitious as providers of learning services, to try new techniques and add value like never before.


What CEO's really want from learning development

What has changed since we spoke with Donald Taylor about the 'training ghetto' in 2014? The risk he described - that Learning & Development professionals would be marginalised by failing to adapt - is still very much present.