How do organizations utilize LinkedIn Learning to upskill employees for higher-level roles and outline additional training pathways employed to close skill gaps?
LinkedIn Learning is not prompted as a company learning path. Most individuals utilize LinkedIn Learning on their own based on their goals. The company does offer a training platform for employees to build out their career path learning. An organization can build out a specific training path by role for their employees or an employee can build their own training plan. Some training is required and tracked by HR/Organization, but most is determined by the individual. It is a great benefit for the company to offer training choices to add to external options.
We are in the process of transitioning to Workday Learning and are thinking through the design of the learner experience across the three main tabs: Learning Home, My Learning, and Discover. For those who have Workday Learning, I’m curious how you have set up your Learning Home page. We are leaning towards a welcoming, yet simple page that has an announcement at the top, a brief overview of the three tabs learners will see, and a highlight reel featuring a course. Does anyone have any best practices or success stories with how you have set up your Learning Home page?
Does your organization have initiatives to specifically target employee happiness and satisfaction with work? What do those initiatives look like today?
LinkedIn Learning is not prompted as a company learning path. Most individuals utilize LinkedIn Learning on their own based on their goals. The company does offer a training platform for employees to build out their career path learning. An organization can build out a specific training path by role for their employees or an employee can build their own training plan. Some training is required and tracked by HR/Organization, but most is determined by the individual. It is a great benefit for the company to offer training choices to add to external options.