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After the acquisition of Qualtrics the door at SAP is wide open for opportunities to introduce experience data in SAP business solutions and platforms and combine it with operational data. Within this blog post I would like to highlight possibilities that appear for learning management solutions and their transition to learning experience platforms.
We all know this situation: When I look for any (SAP-related) learning content I must know where to look and, more or less exactly, what I am looking for.
Depending on the learning platform or also in the internet the search results are often quite generic or so overwhelming that one doesn’t know where to start. Usually the enablement offering allows filtering, in some cases it is structured along “learning paths”. This gives more orientation but still doesn’t fully reflect my current knowledge level, professional or project situation and least of all knows about my latest interests and previous learning experience and performance.
So, what if a learning proposal gets dynamic, proactive or even predictive? And not only pattern- or
role-based but individually personalized to my actual needs and sentiments. Ideally this will be a learning experience with a combination of both my personal learning needs and social network knowledge power.
The personalization for the individual learner starts with a pre-assessment about the profile, including business role, learning topics, level of expertise and further individual learning preferences. During learning the learner gives feedback to training assets and takes tests in learning modules. The learning platform uses all this information to provide a personalized learning experience that matters to the learner at every point. For example, only preferred asset types and only relevant assets that do cover identified knowledge gaps are proposed.
The personal learning experience should be accompanied with crowd or peer experiences. It’s interesting for an individual to see “what’s cooking”. What did other people look for, what did they consume and say about it, what are the top ten assets for a certain topic, trends etc.
Finally, the learning platform provider can benefit significantly from the received information. Good feedback, ratings and high click numbers help to prominently position good and relevant content. Critical comments and search term analysis help to identify content gaps and to make single assets and, in the end, the whole learning portfolio better.
At SAP, with Qualtrics, all major ingredients for learning experience management are there. Let’s analyze and close the experience gap in this domain.
We all know this situation: When I look for any (SAP-related) learning content I must know where to look and, more or less exactly, what I am looking for.
Depending on the learning platform or also in the internet the search results are often quite generic or so overwhelming that one doesn’t know where to start. Usually the enablement offering allows filtering, in some cases it is structured along “learning paths”. This gives more orientation but still doesn’t fully reflect my current knowledge level, professional or project situation and least of all knows about my latest interests and previous learning experience and performance.
So, what if a learning proposal gets dynamic, proactive or even predictive? And not only pattern- or
role-based but individually personalized to my actual needs and sentiments. Ideally this will be a learning experience with a combination of both my personal learning needs and social network knowledge power.The personalization for the individual learner starts with a pre-assessment about the profile, including business role, learning topics, level of expertise and further individual learning preferences. During learning the learner gives feedback to training assets and takes tests in learning modules. The learning platform uses all this information to provide a personalized learning experience that matters to the learner at every point. For example, only preferred asset types and only relevant assets that do cover identified knowledge gaps are proposed.
The personal learning experience should be accompanied with crowd or peer experiences. It’s interesting for an individual to see “what’s cooking”. What did other people look for, what did they consume and say about it, what are the top ten assets for a certain topic, trends etc.
Finally, the learning platform provider can benefit significantly from the received information. Good feedback, ratings and high click numbers help to prominently position good and relevant content. Critical comments and search term analysis help to identify content gaps and to make single assets and, in the end, the whole learning portfolio better.
At SAP, with Qualtrics, all major ingredients for learning experience management are there. Let’s analyze and close the experience gap in this domain.
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