Training organizations today face a variety of challenges, including training consistency, limited resources, securing an internal champion, content relevancy, evaluating effectiveness, sustaining training’s impact, prioritization of training and learner experience across modalities. Facing these challenges requires a shift from focusing on courses or programs to focusing on training as a system. The modern learning system is a framework for doing just that. It encompasses the factors driving the need for training, training itself, and the measurement and evaluation of training:

Triggers: Any factor that drives the need or perception of the need for training. L&D professionals must determine which triggers warrant response, both proactively and reactively.

Content inflow is just that: content. But it’s not as simple as having it — content needs to be job relevant, accessible and contribute to the broader learning goals of the organization.

Delivery systems: The technologies and modalities that permit learners access to learning content. These systems often, but not always, support and feed into other pieces of the system such as learning paths and assessments.

Learner choice: Represents learners’ preference for various training modalities and methods of acquiring new knowledge and skills. L&D can capitalize on this variability by offering learners different means through which they can achieve the same learning outcomes.

Learning paths: Comprehensive maps of training experiences designed to efficiently and effectively direct a learner through knowledge and skill acquisition.

Assessments: The systems in place for deliberate collection of data used to evaluate modern learning system functioning and make informed decisions.

Data: Intelligence gathered through a variety of sources, including but not limited to assessments. Data is used to inform all aspects of the modern learning system.

For context, the modern learning system can be compared to a road trip. The triggers are what prompts two friends to go on the trip, such as having time off work or celebrating a birthday. Performance goals are the destination, such as getting to the beach. Learner modality preferences are the type of car they want to take, and learning paths are the GPS that guides them there. Data is used for rerouting to avoid traffic jams and accidents, so they don’t miss any time in the sun. If one of these things fail, the whole trip might be ruined. Similarly, an organization’s training practices must contend with the intersections and interactions of all the pieces of the system to deliver a “best-in-class” learning experience.

Using the modern learning system, learning leaders can ensure that the training provided to employees in their organization is efficient and well-designed, aligned to business outcomes, and effectively improves performance.

More information about the modern learning system is available in Training Industry’s research report “The Anatomy of the Modern Learning System.”