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Learning Health Index (LHI) Study

A research on the learning health of organizations in India by EdCast.

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About LHI

EdCast launched the Learning Health Index (LHI) Study with the objective of creating a deeper understanding of learning health in organizations using a validated research approach. 

EdCast’s Learning Health Framework is a comprehensive model comprising 8 distinct dimensions of learning that contribute to an organization’s learning health and allows companies to measure their learning proficiencies in great detail. The study provides actionable insights on key bottlenecks and opportunities to power the L&D community in their endeavour of building smart and healthy learning organizations. 

Wellness in Eight

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; education and training to develop employees.

L&D PORTFOLIO:

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. 

LEARNER EXPERIENCE:

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.

LEARNING CULTURE:

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 roles do leaders, managers and team members play?

TOOLS & TECHNOLOGIES:

What technologies are being used and to what extent in leading, enabling, managing and supporting learning and development as well as the ‘learner’ in the organization? How are learning technologies integrated with enterprise systems and with one another? 

L&D COMPETENCE:

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?