Personalised Learning Journeys: The Future of Organisational Development?

The Benefits of Personalised Learning

Personalised learning customises L&D to align with each employee’s individual interests, skills, strengths, and development needs. It also incorporates the employee’s preferred learning styles and addresses their knowledge gaps within an integrated framework.

At its core, personalised learning offers a tailored roadmap for an employee’s professional growth. Organisations that prioritise their employees' professional development gain significant advantages. According to Forbes, 93% of high-performing organisations use personalised learning to help employees achieve their professional goals more efficiently.

So, how exactly can your organisation and its employees benefit from implementing personalised learning as part of your L&D strategy?

How to Create Personalised Learning Journeys

Personalised learning enhances employee engagement by making L&D initiatives more relevant and meaningful. Employees are more likely to see a direct impact on their day-to-day roles when organisations address their personal requirements. For example, an employee’s personalised learning journey might begin with setting goals for the upcoming year during their year-end review.

Next, the organisation conducts a Learning Needs Analysis. To meet the skills requirements for this employee, the organisation creates a skills inventory and competency framework analysis, which inform the optimal personalised learning plan for the year ahead.

Throughout this process, AI tools and Learning Management Systems (LMS), such as Grant Thornton’s WeLearn, provide data-driven insights that enable efficient and accurate development of personalised learning pathways. Once the organisation develops the learning pathway, employees access a personalised L&D roadmap and dashboard tailored to their unique needs.

Steps to Implement Personalised Learning

To implement this approach, organisations must align their L&D strategy with overall organisational goals. They identify existing skills and knowledge gaps by carrying out a learning needs analysis and creating a skills inventory aligned with competency frameworks for each role. Managers also play a critical role by championing the approach, driving impact, and encouraging employees to take ownership of their growth and development along their learning journey.

Organisations that adopt technology to support data-driven insights and efficiently build personalised learning journeys improve their chances of success.

As the world of work evolves at an accelerating pace, organisations that thoughtfully curate and implement L&D interventions empower employees to succeed. Through personalised learning, organisations engage, motivate, and equip employees with the skills most valuable for their roles. L&D leaders must consider how learning impacts individual roles and shift away from a “one size fits all” approach. Making L&D more accessible and personalised benefits employees and the entire organisation.

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