How learning technology can contribute to skills in the public sector

Timely, accurate management information can be gained from a modern, technology-based learning management system (LMS) and, when compared to the organisation’s strategy and goals, could be used to identify individual and organisational knowledge gaps.

Online assessments can be linked back to competency frameworks and personnel records to specifically measure each individual’s existing competence.  Development programmes can then be designed to focus on the learning needs of individuals or groups, rather than a “one size fits all” approach.  Better use is made of the learner’s time and organisational resources, generating an increased return on investment.

 

It’s particularly important to prioritise training needs.  Applying Pareto’s Principle, better known as the 80:20 rule, HR professionals and line managers should identify the development needs that will deliver the greatest operational benefit and then rank them according to what is practical and affordable.

For example, when organisations need to do more with less, it is essential they become more effective in managing projects.  IT services can be delivered more effectively through the use of PRINCE 2® or ITIL®, so all relevant employees should be trained to the same level of competency to ensure optimum application of best practice.  The length and depth of the training can be tailored to the organisation’s specific needs.

 

Technology has made it easier to deliver standardised or tailored training.  Blended learning programmes mean classroom training may be substituted or supplemented by more flexible delivery methods, including e-learning, mobile learning, online reading or social learning that can reach learners at any time and in any place.

Recently, several high-profile government departments decided to improve the quality of their project management skills.  One rolled out a standard e-learning programme across the UK.  Another needed a more tailored solution, so it used online knowledge tests and an assessment of learning styles to evaluate current capabilities.  A blended learning programme was then developed to meet those needs in the most customised and cost-effective manner.  

 

The current growth areas in learning technologies are mobile learning and just-in-time learning – nuggets of online training integrated into desktop systems or made available via mobile devices, to be accessed whenever they are needed.  These solutions can be very useful in project management training, where certain skills are used less frequently than others.  For example, a Project Brief is only written at the start of each project.  For each new project, project managers can refresh their memory by undertaking a short training session on how to write a Project Brief.   

 

In addition, it is now possible to give learners the interaction and experience of a classroom course delivered through a web browser.  One example is ILX’s PRINCE2® Live course for learners wishing to undertake a PRINCE2® Foundation or Practitioner qualification.  PRINCE2® Live delivers a calendar of scheduled live instructor-led video broadcasts and post-session interactive activities and quizzes that reinforce what candidates have learned online.

Ongoing support is provided through breakout sessions with the trainer to reinforce the classroom-like experience, group discussions to encourage collaboration, and exam simulations to help candidates prepare for exams.  All this content is delivered in a modular way so the learner can integrate it easily into their work schedule. 

 

Measurement and ROI
Technology enables more timely and accurate information on training completions, and post-learning assessments may be used to ascertain the return on investment and whether skills gaps have been closed.  Better measurement helps the organisation to benchmark the skills of individuals and teams and the maturity of the organisation as a whole, all of which can be fed back into the planning process to improve decision-making and the use of resources. 

 

Learning technologies offer extremely effective solutions for resource-constrained public sector organisations, particularly for repeatable learning and geographically diverse workforces.  In addition, technology can deliver very specific learning at the exact time of need.

The demand for public sector services is only likely to rise, putting a huge strain on public sector organisations, so now is the time to investigate how learning technologies can help employees become more proficient and efficient in their jobs and better able to cope with that increased demand.