As the L&D industry continues to grow, so do the amount of big-name partnerships we discover. L&D partnerships are bridging the gaps between universities and the workplace, government and the workplace, personal learning experiences and learning experiences inside the workplace, etc.
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Essentially, such partnerships forge the way for high-quality and relevant L&D experiences for employees and employers alike. Here are just three of the many big-name L&D partnerships you need to know about.
1. Harvard Business Publishing (HBP) and Degreed
HBP partnered with Degreed to enhance its corporate learning platform, Harvard ManageMentor Spark, to help inspire a more robust organizational culture of learning. The platform helps promote a learner-centered approach for organizations.
Employers can customize learning content for their employees through the new platform and rely on resources from Harvard Business School and Harvard Business Review.
Learners will also be able to access ready-made and valuable curated content that includes video content, case studies, etc., while being able to set learning goals and engage in social learning with other colleagues.
2. Simplilearn and National Skill Development Corporation (NSDC)
Simplilearn partnered with NSDC so that their courses can be accredited, encouraging employee and organizational participation. This partnership also makes Simplilearn a part of the governmental Skill India program.
The accredited courses will include courses and content needed to upskill the current workforce in digital skills as digital transformation continues to impact organizations across the globe.
3. Apple and Laserlike
To extend its artificial intelligence (AI) capabilities, Apple acquired the machine learning start-up Laserlike. This partnership can potentially allow users to use Siri in a more personalized way, whether they’re at work or at home.
So, while organizations aren’t using it for professional L&D inside the workplace yet, they should be aware of its existence and influence, as a vast majority of employees will begin to rely on it. This partnership will likely influence how a vast number of learners at work and home discover and engage with various types of content they’re searching for.
Overall, newer partnerships like the three mentioned above are helping organizations better understand more people-centric approaches to L&D and how they can better meet learners and employees where they are.
They also indicate that, in the future, L&D will most likely become a part of everyday life, both inside the office and outside of the office. AI technology, personalized content, accreditations, and real-time relevant learning experiences will initiate the success and longevity of future L&D departments and programs.