Learning Management Systems 101 is a weekly blog series exploring how employers can rethink traditional employee training and move toward e-learning solutions, which are faster, easier to access, and more cost effective. The Evolution of Corporate Learning is the first post of this series.
LMS 101: The Evolution of Corporate Learning
With a history that spans hundreds of years, corporate learning has grown over time. Before we get into how this progression occurred, let’s examine the term corporate learning.
What Is Corporate Learning?
According to IMD business school, corporate learning is “the capacity of an organization to acquire, apply and share knowledge for the purpose of exploring new solutions and exploiting them to improve efficiency and competitive advantage.” Corporate learning relates not only to the process of acquiring knowledge, but also to the organization’s culture of learning, in which both the organization and its employees constantly are learning and adapting.
The History of Learning and Development
For centuries, organizations have harnessed different methods of learning and development:
Pre-1800s – Corporate learning was acquired through apprenticeship and on-the-job training.
1812 – The war game “Kriegsspiel” was developed to train officers in the Prussian and German armies.
1872 – Printing press manufacturer Hoe and Company created the first documented factory school to train machinists. At factory schools, employees were trained in classrooms at the factory site.
1892 – John H. Patterson, founder of the National Cash Register Company, presented his sales team with the NCR Primer, a book containing a sales presentation with proven outcomes.
1910 – Dr. J. L. Moreno introduced the first known role-playing techniques, which enabled the learner to obtain objective feedback on his or her performance.
1917 – Charles R. Allen established the “Show, Tell, Do and Check” method of training, which explained complex processes to employees. “Show, Tell, Do and Check” was created in response to the growing need for shipyard workers.
1941 – A government commission developed job instruction training, a systematic on-the-job training approach.
1942 – The American Society of Training Directors was founded. The organization is now called the Association for Talent Development.
1954 – Donald Kirkpatrick established the Four Levels of Learning Evaluation, which is used to evaluate training programs.
1960 – PLATO, the first computer-assisted instruction system, was launched at the University of Illinois.
1961 – McDonald’s launched Hamburger University, the first corporate university.
1962 – Robert Glaser initiated the idea of instructional design, a process that blends education, psychology and communications to develop effective teaching plans.
1970 – Malcolm Knowles coined the term “informal learning,” in which the learner sets the goals and objectives, as opposed to formal learning where the training department sets the goals and objectives.
1984 – Instructional designers reshaped the ADDIE learning model into a more flexible, less linear design. Each letter of the ADDIE acronym pertains to the model’s primary phases: analysis, design, development, implementation and evaluation.
1980s to 1990s – Organizations began using computer-based training to provide instruction to employees.
Mid to late 1990s – The demand for blended learning, which combines computer- and classroom-based training, began to increase. The term “e-learning” was also introduced, but didn’t start gaining traction until 2004, when American futurist Jay Cross began using it.
2000s – Mobile learning entered the training sphere in the early 2000s, but didn’t start gaining momentum until the explosion of mobile devices in the mid to late 2000s.
Corporate Learning Today
Online and mobile platforms are revolutionizing traditional learning, which is delivered through in-person instructor-led training. According to e-learningindustry.com, 77 percent of US companies now offer online learning solutions to improve employee performance; 47 percent enable mobile learning, which allows employees to access Internet-based training whenever they want from their mobile device. Further, 74 percent of organizations used a learning management system in 2014 to deliver e-Learning and mobile learning solutions.
No matter when you begin your company’s journey with corporate learning, be sure you have an learning management system that will make the most of both you and your employee’s valuable time.
Enjoy this article? Then be sure to check out the second post of Learning Management Systems 101: Rethinking Your Approach to Employee Training.
Tags: Corporate Learning, Corporate Training, Holly Faurot, HR Technology, Learning Management Systems, LMS, Paycom Learning
Posted in Blog, Featured, HR Management, Learning Management, Talent Management