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Organisations with a mature learning culture more likely to become agile market leaders
In this day and age, L&D is a true business driver, meaning it can be managed in a similar fashion to a business overall. A culture of high performance can and should be developed and nurtured. This ensures repeatable actions for company-wide improvement, a basis for industry benchmarking and a tool for comparison between teams internally.
Most learning maturity models encompass four or five levels. This lifecycle starts at informal and inconsistent practices and peaks at a strategic, company-wide tool that supports the wellbeing of the organisation.
The Acorn experts think of the L&D maturity model as a continuum of phases. Organisations will most likely work with each phase at some point, and each phase is informed by the last. The phases include react, standardise, improve and anticipate.
"L&D maturity is an exercise in strategic business planning," said Blake Proberts (Co-Founder & Managing Director). "Analysing your learning culture provides insight into the impacts – strategic or non-existent – that L&D is having on those things that move the needle, like productivity, growth, revenue and talent mobility."
Optimising learning through an L&D maturity model provides a huge benefit to organisations. It can see organisations attract and hire top talent, train for a purpose, keep pace with technology, increase revenue gains, and outperform their competition.
You can read the Acorn experts' full article about L&D maturity models on Acorn Labs: https://hubs.ly/
Pursuit Technology is one of Australia's fastest growing HR technology companies. Pursuit, via Acorn LMS, takes a different view to strategically enabling HR and L&D teams compared to traditional providers. Rather than focusing on analytics after learning experience, their products use workforce planning and capability frameworks prior to any learning. By linking to a company's strategy, Pursuit products can inform organisational capability gaps and suggest education, deliver this education, then measure the impact – proving business impact by the HR and L&D team in a quantifiable way.