CONTEXT

Due to the disruptive nature of emerging technologies and modified structures for communication and collaboration, the model of work organisation that we know today, will transaform and continue to do so in the years to come, and COVID will further force these changes more quickly. This will have far-reaching implications on business value creation, business models, downstream services and work allocation and organisation. As a consequence, employees will be confronted with transformed work processes, new business models and new technologies. Given the pace of change and the constant pressure to adapt, leaders will have to invest significant time in building the organisation of the future supplemented with ecosystems and networks to play support roles.

This transformation of the work environment will change job profiles and therefore require employees to be up skilled/re-skilled in a wide range of competencies. By promoting continued learning and development as part of its company culture, a business can boost employee job satisfaction, remain competitive and increase its bottom line by bringing out the full potential of an existing workforce

Practitioners and researchers also agree that the key challenge lies in competency development for students and employees seeking jobs that require higher education.

Agility will be crucial in the race to be competitive – ability to create tools/material for learning and personalised learning. Online re-skilling will play a significant role.

PROBLEM STATEMENT

The current online training contents are designed not fully considering students’ IQ, learning styles, learning environments, and learning strategies. It assumes one size fits all and in most cases in prescribes a path for learning.

Organisations and Institutions have access to lot of training content that has been internally created or is available in open domain.

How might we create a mechanism by which an organisation can making meaning out the large volume of semantic (training related) content and help offer curated content to its employees?

WHAT ARE WE LOOKING FOR?

A Solution Pilot that helps an organization’s Learners Navigate as per their needs, to up-skill or reskill themselves.

• An Innovative approach that emphasises on diagnosis of learners’ engagement, learning patterns and behaviour; prediction of learners’ learning performance; treatment and prevention with teachers’ timely intervention.
• A Solution that balances Scale, Personalisation and Social Interactions for the learner.
• A Solution that improves learning quality and learning performance.
• A Solution that helps in social interactions and more effective social learning by bringing experts and learners together

POSSIBLE USE CASES

Use Case 1 – An organisation has a collection of content/material for training for a particular skill enhancement. The product will analyse the contents and recommend the grouping of competencies and the various pathways that a learner could possibly take. This will help in curation of online training course.

Use Case 2 – A learner chooses a course to learn. He/she can choose any of the learning pathways that they feel will help them best. As they learn, they will be shown on a competency map where they stand and what more they may need to learn.