Do you want to decrease training and recruitment costs?

Do you want to decrease training and recruitment costs?

Then check out these tips!

LinkedIn Learning and How is helping your business

LinkedIn Learning was launched in 2016 in San Francisco, about a year and a half after LinkedIn acquired online learning site Lynda.com for $1.5 billion. A large part of LinkedIn Learning is based on Lynda content, and went live, accordingly to Tech Crunch, with around 9,000 courses on offer. Subjects taught through the service include business, technology and creative topics, with courses running from programming skills to writing and accounting.

“With more than 450 million member profiles and billions of engagements, we have a unique view of how jobs, industries, organizations and skills evolve over time. From this, we can identify the skills you need and deliver expert-led courses to help you obtain those skills. We’re taking the guesswork out of learning. The pressure on individuals and organizations to adapt to change has never been greater. The skills that got you to where you are today are not the skills to prepare you for tomorrow. In fact, the shelf-life of skills is less than five years, and many of today’s fastest growing job categories didn’t even exist five years ago,”declared LinkedIn representatives at the time of the launch.

Managers can customize multi-course “learning paths” for employees, and examine analytics to measure employee progress. The courses (divided into business, technology and creative categories) are available free with a LinkedIn Premium subscription for individuals and there is also an enterprise version. The platform offers solutions for business, higher education, government agencies and libraries.

And, as techrepublic.com is pointing out, LinkedIn Learning differs from other online training options because managers can customize multi-course “learning paths” for employees, and examine analytics to measure employee progress.

Moreover, the platform has a blog attached to it that will offer you even more pieces of information and interesting articles.

According to “Learning at the Speed of Business”, McKinsey & Company, May 2016, How the Digital Skills Gap is Killing Productivity IBM, quoted by LinkedIn, organizations that embrace a culture of learning can boost employee productivity by up to 50%.

Learning: a never-ending job for marketers

The marcomm industry is one of the fastest changing industry in the world, highly connected to the technology revolution and consumers. In order to always be there for their clients (the consumers),understand them and offer them the best brands’ positioning,strategy and creative thinking, marketers must always be up-to-date with everything that represents a hot trend for their target, with the technology they use and how they position themselves towards them. The exponential rate of technological change impacting marketers means that they need to always be learning. To remain agile, individuals and organisations need to consider change a permanent factor. There is a strong and circular relationship between talent, training and performance.

According to Econsultancy, 14% of marketers indicate that the Head of Marketing
is responsible for the Learning & Development (L&D) of marketers, 67 % of marketers say they approach professional development on an ad-hoc basis, while 27 % of marketers say that their organisation has a well-considered strategy for learning and development. “Because marketing evolves so fast, CMOs should be responsible for managing the learning and development of their marketing colleagues. If the CMO is responsible for marketing performance, then she or he should ideally have control over the quality of marketing training,” wrote Econsultancy in its report.

Moreover, developing a knowledge of how the brain works can make you a more effective marketer. Understanding consumer psychology for marketers can be like flipping the brain’s switch, casting light on methods and strategies that can help in the promotion, advertising, and revenue of your business, brand, products and services.

“Classical conditioning as a learning theory can be used by marketers to help craft an image for their product that will elicit the desired response from consumers. Marketers work to implement this learning behavior by helping to foster associations between a particular image, thought, or idea that consumers will grow to recognize and associate with their brand. Operant conditioning functions on the premise that people learn by reinforcement. The theory is based on the idea that when individuals are subjected to the consequences of their actions or decisions, they tend to learn to do it again (if positive) or cease (if negative). With operant conditioning, marketers create a reward-based system that consumers learn to recognize and want to repeat. For example, a buying system that awards points for future purchases when you spend $10 or more. By reaping a reward, consumers will be more likely to make a purchase and continue purchasing,” wrote study.com.

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