How to Create a Global Learning Organization

Building a learning organization is crucial to staying competitive and adaptable in a rapidly changing world. By promoting learning and development at all levels, your organization can enhance innovation and better manage new challenges. By scaling up learning globally and engaging subject matter experts, you can create a culture of continuous learning and knowledge sharing, just as EasyPark Group did in over 20 countries worldwide. We will guide you through implementing effective learning programs and how you can leverage these to foster growth and development in your business.

1. Establish the Foundation

People Growth Philosophy: The first step begins with your people strategy, where self-awareness and a growth mindset lay the foundation for your learning organization. Agreeing on a common language for all training programs makes it easier for the L&D team to spread learning throughout the organization.

Choose the Right Learning Tool: Learnster LMS is user-friendly and adaptable. It is designed for knowledge-intensive, fast-moving organizations where employees contribute to new knowledge.

2. Build Operational Models and Processes

Holistic L&D Approach: Create a model that includes:

  • Alignment with business goals
  • Implementation of structure in learning journeys
  • Utilization of systems and processes
  • Measuring impact through specific KPIs
  • Collaboration Model: Define roles and processes within the global L&D team.

3. Scale Globally

Engage Subject Matter Experts: Managers become role models within the organization to enable a learning culture. They need to identify areas where knowledge sharing needs improvement and appoint subject matter experts in their teams. These experts then design course content to be shared with relevant individuals.

Utilize Automation and Integration: Automate processes to reduce manual work and integrate the LMS with HR systems to, for example, guide relevant courses for different roles during onboarding.

Combine Internal and External Content: Develop internal content for specific technical needs and use external libraries like LinkedIn Learning.

4. Measure Impact

Track Engagement and Completion Rates: Monitor course satisfaction, completion rates, and behavioral adjustments after training to maximize the learning impact.

Engage Leadership: Collaborate with leadership teams to align L&D initiatives with business needs.

5. Ensure Continuous Improvement

Foster a Learning Culture: Emphasize that a learning culture is a collective responsibility. The commitment must be anchored at the organization's top, with all teams helping to disseminate new information and knowledge.

Proactive Learning: Plan L&D activities based on annual business needs and emerging trends. Map market needs and predict important areas for improvement.

Keep Content Updated: Use trackers and regular reviews to keep course content current.

By following these steps, EasyPark has successfully built a scalable, engaging, and effective global learning organization that continues to adapt and grow with the company

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