Unpacking the Learning Health Index (LHI) dimensions – Part 1

Part 1: Unpacking the 8 Learning Dimensions covered in the Learning Health Framework

We firmly and wholeheartedly believe 2020, has been a year that we, as Learning & Development professionals, have never experienced ever before. Now is the right time for learning professionals to step in and step up and the Learning Health Index (LHI) Study for Africa, will enable us to do just that. The LHI will show our gaps and opportunities, allowing us to better partner and support business through the challenges the COVID-19 crises have presented.

EdCast’s Learning Health Framework is a comprehensive model comprising 8 distinct dimensions of learning that contribute to an organization’s learning health. There are 5 Stages of Learning Health built into each of these dimensions.

• Find out more about the Learning Health Index: https://www.edcast.com/corp/learning-health-index/
• Follow EdCast Africa on LinkedIn: https://www.linkedin.com/company/edcast-africa

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Josh Bersin in his forwarding comments on the LHI study for India, said the following:

“Corporate learning has become one of the most strategic topics in business. As companies deal with rapid change, automation, and evermore dynamic models for work and careers, we have to give people a continuous opportunity to learn. The challenge, however, is that corporate learning is amazingly complex. Not only are there dozens of different formats and approaches to teach,

inform, and support people, but the technologies for learning are changing at light speed. And the best L&D teams are not only excellent designers and teachers, they are also innovators, business consultants, and operators. They have to move at speed, design solutions which are modern and compelling, and run an L&D organization that delivers. All these elements are covered in the Learning Health Index. I want to applaud EdCast and its partners for developing this tool, and I encourage all organizations to read this report and think about where you fit. Everything you do to improve your corporate learning function will pay off tremendously in your performance, agility and company growth.”

L&D Competence

What technologies are being used and to what extent in leading, enabling, managing, and supporting learning and development as well as the ‘learner’ in the organization? How are learning technologies integrated with enterprise systems and with one another?

Learning Strategy and business Planning

The extent to which the current and future needs of the business drive the learning strategy and plans in the organization. How are learning & development budgets prepared and allocated? How agile is the learning function to change course and respond to business requirements?

Impact and Measurement

What learning metrics are used to measure efficiency and effectiveness of learning? To what extent does an organization use data analytics, predictive modelling in taking decisions related to talent and learning?

L&D Policies and Processes

Learning processes involve the aggregation, creation, curation, collection, interpretation, dissemination, and application of knowledge. They include experimentation to develop and test new products and services; intelligence gathering to keep track of competitive, customer and technological trends; disciplined analysis and interpretation to identify and solve problems; education and training to develop employees.

L&D Portfolio

The nature, type and complexity of solutions and services the function is entrusted to carry out in the organization, e.g. performance consulting, knowledge management, change management, instructional design, business intelligence, content development etc.

Learner Experience

Experience embodies a ‘consumerized’ approach that is hyper-personalized and multi-modal. Employees have the freedom to consume the knowledge when and where they want to, from a wide range of content resources, tailored to their learning needs, styles, preferences and interests.

Learning Culture

What importance does the organization place on learning? Who takes accountability and what are the consequences related to learning? How are learners recognized and rewarded in the organization? What roles do leaders, managers and team members have to play?

Tools and Technologies

What technologies are being used and to what extent in leading, enabling, managing, and supporting learning and development as well as the ‘learner’ in the organization? How are learning technologies integrated with enterprise systems and with one another?

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In this series, we will be looking at the Learning Health Index in more detail. Covering the key elements of the Study that was conducted in India by EdCast in early 2020.

Part 1: Unpacking the 8 Learning Dimensions covered in the Learning Health Framework

Part 2: The 5 stages of Learning Health built into each of these dimensions

Part 3: Introducing ‘The Transformer CLO capabilities”

Part 4: 10 Steps to improve your Organizational Learning Health