Benefits of Online Training at Enterprise Companies

Flexible with scale and variety ↓

Customizable to your learners' needs ↓

Relevant to the modern world of work ↓

Whether you have 10 learners or 10,000, LinkedIn Learning can accommodate the needs of your growing workforce. In contrast with in-person, instructor-led learning, LinkedIn’s online learning platform supports any number of employees. There is no need to coordinate schedules, book meeting rooms, or hire additional facilitators in order to offer learning opportunities to the entire company.

An online learning environment meets each employee where they are in their skill journey. By offering a variety of courses based on skill level, online courses let learners jump right in without having to sift through course material they already know. Online learning also offers learners a variety of content types, such as webinars, audio and video tutorials, and multi-video courses. Multiple styles of delivery allow learners to consume content that best suits their learning style.

On-demand courses allow each learner to learn on their own time and when it is most convenient. This approach allows learners to go at their own pace, repeat courses as necessary, and learn when they are in the best context for learning. Giving employees control over when and how they learn facilitates higher learner engagement with the coursework.

Online learning platforms invite managers and L&D professionals to create customized learning paths that address employee- and company-specific needs. By taking advantage of personalized learning paths, companies can streamline their online training process, organizing courses by role, skill track, or any combination of needs that will be most helpful to learners and the company.

To further customize learning opportunities outside of established learning paths, users can receive personalized recommendations for specific courses that are relevant to them. The online learning platform uses artificial intelligence (AI) to generate recommendations. Managers can further refine course recommendations to ensure each employee is getting exactly the training content that is relevant and interesting to them.

In the instance where proprietary or other specialized learning content needs to be part of the online training curriculum, L&D professionals can add third-party content to their learning platform. This supplemental content can help ensure learners are current on internal best practices without requiring them to access a different learning platform.

LinkedIn Learning produces more than 60 new courses per week, keeping pace with the rapidly changing world of business. Creating new expert-led learning content at this volume helps ensure learners are able to access teaching materials to learn the latest skills quickly.

LinkedIn’s online training courses can be completed anywhere and at any time. This frees enterprise companies from the constraints of instructor availability. It also empowers learners to consume training content on their own schedule. This is especially helpful when an employee is aware of the need for a new skill that has not made it onto L&D’s radar — there is no need to request a course and then wait for it to be approved, an instructor selected, and a time scheduled.

LinkedIn is the world’s largest professional network, and within that network is a treasure trove of data. LinkedIn Learning uses this data to build new training content as well as refine how and to whom courses are recommended.

LinkedIn Learning empowers colleagues to learn together. A social learning environment has been proven to promote better learning outcomes at enterprise companies. Colleagues are able to process what they have learned together, which can reinforce those learnings and help with retention. They will also encourage each other and feel more motivated to participate in learning activities, which leads to higher course completion and better work outcomes.

According to the Workplace Learning Report, internal mobility is the No. 1 motivator for employees to participate in learning activities. Employees can work with their managers or with L&D professionals to  take advantage of the vast library of learning content and craft their own learning path based on their professional goals. This bolsters employee retention by almost double.

LinkedIn data shows that 85% of executives are not confident in their leadership pipelines. An online training program can be leveraged to upskill internal talent to ensure they have the hard and soft skills the company needs when the time comes for leadership transition. In fact, enterprise companies can use LinkedIn Learning to create their own internal leadership development program.