How intelligent are your learning and development initiatives?


eStudy CEO Gerhard Visser says true empowerment of talent depends on how you structure your projects.

eStudy South Africa CEO Gerhard Visser believes that effective learning and development (L&D) initiatives give organisations the competitive advantage they need to attract, train, and retain the best talent.

Spaking at the HR Indaba, he said that, in order to unlock the potential of employees, organisations need to think about how they can optimise their investment in areas such as BEE. Gerhard pointed specifically to areas such as skills development and urged organisations to measure more closely how many people are truly empowered, versus having a tick-box method that prioritised BEE points over true transformation. He said this was the key to helping assist previously disadvantaged groups access the opportunities needed in what is a difficult socio-economic environment.

Said Gerhard: "When it comes to BEE, organisations should maximise their investment by tapping into ROI accelerators, which yield more bang for each buck. These involve actions such as opening up opportunities to black women by giving them preferential access through ownership or prioritising them in skills development and procurement. In addition, organisations should look to engage designated groups such as youth, rural communities disabled when it comes to aspects like procurement. Organisations must empower and feed their supply chain simultaneously by helping new entrepreneurs navigate business results and driving a flow between skills development and enterprise development."

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ROI multipliers include setting up a skills academy, which allows organisations to leverage their subject matter expertise, acquire measurable skills and capability that an organisation needs to realise its strategic aims. Additionally, organisations could engage with programmes such as YES 4Youth, a business-driven initiative that aims to build economic pathways for black youth. The programme aims to create one million jobs for youth and, in this process, organisations can gain one or two levels on their B-BBEE scorecard.

A key trend that Gerhard highlighted is that success of the conventional classroom-based learning model is limited. There is now a higher emphasis on informal learning, on the job experience and the need for people to share what they have learned with colleagues. Instant learning on digital platforms such as Google and Wikipedia are also disruptieve. This is why the 70:20:10 models are transitioning to High Impact Learning (HILL) models which HR leaders’ desire to create programs with long-lasting impact.

As part of its transition to more intelligent L&D tools, eStudy has recently deployed CK Connect, a powerful learning platform which uses BlendedX technology and HILL principles. The platform engages a combination of cognitive, behavioural, and emotional learning systems in the brain.  The material is designed and delivered in a way that effectively engages cognitive and emotional learning centres through scenario-based microlearning. The programme has a strong knowledge testing component and primes the learner for behaviour change with exercises and action plans.




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