Learning Health Index
We enable organizations to create a winning learning environment.
The global business landscape is undergoing a rapid paradigm shift. We’re living and operating in an era marked by new technologies such as Big Data & Analytics, Cloud, Artificial Intelligence (AI), Internet of Things, Machine Learning, etc., which are disrupting markets and businesses with a constant demand to upskill and innovate. In this new context, the success of an organization’s digital transformation journey is heavily led by a technology-enabled learning eco-system that is multi-faceted, flexible learner-centric.
At EdCast, we work with organizations to create a winning learning environment that drives 3 critical business outcomes: “Create a future-ready workforce, Enhance performance and Drive collaborative innovation”. However, it is impossible to achieve these three outcomes without having a fit and healthy learning ecosystem - it takes a whole system’s approach.
Learning Health Index
Through our deep collaboration with organizations across the world, we have created the EdCast Learning Health Index (LHI), a detailed framework that covers eight primary dimensions of learning that contribute to an organization’s learning health or its collective abilities to perform. The framework is built from an HR/L&D practitioner's point of view covering 8 key aspects that define a healthy learning organization. EdCast, as a partner, works with organizations to understand their standing across these parameters and develops strategies to plug the gaps.
Learning strategy & 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 & 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 & processes
Learning processes involve the aggregation, creation, curation, collection, interpretation, and dissemination 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; and education and training to develop employees.
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.
Experience embodies a “consumerized” approach that is hyper-personalized and multi-modal. Employees have the freedom to consume knowledge when and where they want to from a wide range of content resources, tailored to their learning needs, style, preferences, and interests.
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 role do leaders, managers, and team members have to play?
Tools & technologies
What are technologies being used and to what extent in leading, enabling, managing and supporting learning and development and the ‘learner’ in the organization? How are learning technologies integrated with enterprise systems and with each other?
The core skills and capabilities required by L&D professionals for leading and managing a high impact learning organization. At what level of proﬁciency is the L&D function operating within an organization? What are their strengths and areas of development?