Want to improve performance across your organization? Learn how to build an effective enterprise learning strategy. Discover system types, key steps, and tools.

With the increasing demand for upskilling and reskilling employees, companies face the challenge of training large numbers of staff members across different locations. Enterprises, in particular, are no exception.

To navigate these changes effectively, organizations can benefit from a solid enterprise learning strategy. What does that entail? Developing a system that not only centralizes training through an enterprise LMS but also fosters a learning culture.

Dive in to explore more about enterprise learning, methods, and how to build a strategy that enhances skills and performance.

What is Enterprise Learning?

First, let’s start with the basics.

Enterprise learning is a strategic, organization-wide approach that larger organizations (typically 1000+ employees) use to train their workforce.

Typically, it involves training multiple departments and offering programs for different roles. Through enterprise learning, organizations focus on broad goals that impact long-term development.

A structured process lies at the heart of such a strategy, encompassing a range of programs, from technical training to leadership courses.

Why is it beneficial?

This approach works in harmony with the company’s overarching goals and helps nurture leaders. Additionally, as is often the case in large organizations, it helps build systems that provide benefits not just for internal employees but also for partners and customers.

Types of Enterprise Learning Approaches

How do large organizations design their systems? Typically, L&D teams have several options to choose from as the foundation of their enterprise learning strategy.

Let’s explore these options in more detail:

Option #1: Use an in-house system backed by the team

The first option is to allocate resources to build learning portals or your own LMS, allowing you to have full control over the learning process. In this case, a dedicated team of experts and technical specialists will be required.

While this approach offers benefits such as complete control over processes, branding, and integrations, it does require significant investment in development and maintenance.

Option #2: Use a third-party LMS or agency

A more flexible alternative is to adopt a learning management software solution. These systems typically come with built-in features for course delivery, management, and reporting, and they tend to be quicker to deploy and more affordable. They are well-suited for basic training needs, upskilling, and streamlining administrative tasks.

However, they might not perfectly align with every company’s specific requirements, and they may come with extra features that aren’t needed.

Option #3: Apply a hybrid solution

Another approach is to combine internal and third-party tools. For instance, an organization might use an internal knowledge base, a collection of training videos, or a library of lectures alongside other tools, such as an LMS. With the help of APIs, delivery can be managed and training can be efficiently handled.

For custom training solutions, you could use internal technical specialists to set up, for example, AR experiences for safety training programs. Hybrid systems aim to combine the best of both worlds – easy-to-deploy, proven solutions, with the flexibility to introduce customized or specialized learning content as needed.

Note. The choice of approach will depend on your needs, time constraints, and whether the learning management system price suits your budget.

How to Develop an Enterprise Learning Strategy?

Now that you understand the options available to large organizations, let’s outline the key steps for developing a strategy.

Since a strategy suggests a systematic approach with long-term impact, it is crucial to focus on aspects like goal alignment, technology, and communication.

Step #1: Align learning with business goals

Your first step is to align the learning strategy with the company’s objectives.

Ensure that the L&D department collaborates with executives, senior managers, and team leads to identify key areas for improvement.

These areas might include customer satisfaction, optimizing new hires, innovating products, or improving internal processes. By doing this, the enterprise learning strategy will have a direct impact on the business.

For example, if faster product launches are a business goal, engineers may require training in agile methods. This could lead to the development of a series of courses focused on that specific skill set.

Step #2: Identify skill gaps

Next, assess the gap between the skills your employees currently possess and the skills they need.

To do this, conduct a comprehensive skills assessment for the organization. Use feedback tools, surveys, competency checklists, and reviews.

It’s important to create a structured system to document the results of this assessment. This information can later be developed into a skills matrix, which will guide the creation of targeted programs.

Also, encourage a bottom-up approach by seeking input from employees and managers about areas where they feel training is lacking. Leverage self-assessment tools or collaboration platforms where teams can flag their own learning needs.

For example, if a sales team self-identifies a gap in product knowledge, you can create a training program that focuses on that area of expertise.

Step #3: Utilize AI and technology

In addition to LMSs, you may want to explore various tools that support data management, delivery, and engagement.

Many enterprise LMS solutions come with features like AI-powered agents, multi-tenant structures, and data search capabilities. Other systems might offer AI-driven recommendations based on data analysis of skill gaps. The use of AI in course creation is also becoming more common.

Don’t overlook AR and VR options, which can be especially useful for safety training, product knowledge, and equipment-related programs.

Step #4: Incorporate continuous feedback and optimization

Building an effective strategy is an ongoing process. Make sure to have systems in place for gathering feedback and monitoring employee progress.

Incorporate regular iterations into your plan. If data indicates that a particular course isn’t effective, make adjustments to the content or delivery method.

Lastly, view your enterprise learning strategy as a continuous feedback loop. This ensures that the program remains relevant and evolves over time.

Wrap Up

Ultimately, an effective enterprise learning strategy serves as the bridge between your workforce’s potential and your company’s broader goals.

To create one, HR and L&D leaders should focus on aligning learning objectives with business outcomes, adopting the right technologies, and optimizing based on feedback.

A well-executed enterprise learning strategy can help your organization close skill gaps more efficiently, adapt to changes, and foster internal talent development.