Build a learning organization
Learning organizations have a strong competitive advantage. Continuous skills development is key for keeping up with the fast-changing business landscape. It also makes your organization an attractive workplace.
Build a learning organization - solve the most common challenges in L&D and HR
Attract, develop, and retain top talent
Skills development opportunities boost motivation and employee retention.
Leverage and scale internal knowledge
Involve the entire organization in training and knowledge sharing.
Encourage self-directed learning
Make training relevant, fun, and accessible.
Future-proof internal skills capital
Make knowledge up to date with the latest industry developments.
Address multiple different skills needs
Provide personalized learning journeys.
Less time-consuming admin
Automate admin and repetitive tasks.
Boost organizational resilience
Upskill your employees and help them adapt to new work methods.
Our employees take more ownership of their own skills development.
"Today, our employees take more ownership of their own skills development. We have noticed a curiosity and drive to learn new skills. Managers have become better at identifying individual skill needs."
PE Accounting uses Learnster's LMS to build a growing, learning organization.
- Increased employee retention
- Smooth and structured internal mobility
- Boosted employee engagement
A learning organization with Learnster's LMS - powerful tools for L&D and HR
Internal academy
Build an internal academy of both mandatory training and optional courses for career development. Make the course offering structured, organized, and searchable. High accessibility boosts self-directed learning.
Learning at the point of need
Create a one-stop-shop for all your company’s learning. From manuals, videos, and guides to handy micro learnings. Make it searchable, structured, and accessible to encourage learning at the point of need.
Personalized learning journeys
Provide personalized training based on role, skills gaps or career goals. Customize course distribution based on individual learning pace, preferences, or work schedule.
Central and local knowledge sharing
Combine general company information with local know-how for the day-to-day business. Follow up on organizational and local level.
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Reduce manual admin
Automation and scalable training formats save valuable time. Reduce manual admin and preparation for recurring training sessions.
Involve the entire organization - invite subject matter experts and team managers
Leverage and scale internal knowledge. Let your subject matter experts create, contribute to, or take full ownership of training materials. Give team managers access to employee's results and progress in order to provide better coaching.
We are here to help you get started.
"At Learnster, we are here to help you get started. Our processes are designed to support all companies who wish to develop a learning organization."
Tips and advice for learning organizations
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FAQ Learning organization - your questions answered
A learning organization has values and behaviors that enable knowledge to be shared across the entire organization. It is a thriving ecosystem where employees learn from each other as part of their daily work.
In learning organizations, opportunities for learningn are initiated top-down, bottom-up and peer-to-peer. This gives individuals more ownership of their own skills development.
"Organizations that acquire knowledge and innovate fast enough to survive and thrive in a rapidly changing environment."
Peter Senge, Systems Scientist and Lecturer at MIT
Learning organizations are characterized by a growth mindset. Skills and competences are considered dynamic with the potential to grow and always improve with right types of learning interventions. Employees are driven by curiosity and adapting their skills to the fast-changing business environment.
Being a learning organization is strongly associated with competitive advantage. Organizations adopting a learning culture are in a better position to succeed within the following areas:
1. Attract, develop and retain top talent
2. Organizational resilience
3. A future-proof skills capital
For many organizations, building a learning culture starts with a growth mindset and a curiosity of our dynamic world. What remains a challenge is manifesting the attitude and putting it into practice in the organization.
It means that knowledge is shared across the organization, as opposed to top-down only. It provides better opportunities to leverage and scale internal knowledge.
It means that you both can distribute training (push) and allow employees to request learning opportunities (pull). Combine mandatory training with an internal academy of optional courses for career development. Or why not build a library of accessible resources for learning at the point of need?
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