How can learning content aggregation benefit your L&D team?
Digital content aggregation has been a boon for learning professionals and learners alike.
There are many benefits to learning content aggregation. It saves time and money, improves quality of training materials, and provides a way for your L&D team to stay up-to-date with the latest trends in the industry. In this article we will explore these benefits in detail so you can decide if it is worth exploring for your organization.
But not everyone is as enthusiastic about the benefits of content aggregation.
You might be thinking, “What does learning content aggregation mean?” and wondering which L&D team could benefit most from it.
What is learning content aggregation?
In a digital learning context, content aggregation is a highly valuable tool. Put simply, content aggregation refers to the process of collecting a variety of different digital learning providers and making them available in one convenient, centralised location.
An aggregation model contrasts with popular single-provider platforms that you may be familiar with, such as LinkedIn Learning. LinkedIn Learning only has courses from a single provider, Lynda. Both approaches have their benefits and drawbacks, so we recommend researching which model best suits your organisation before committing to a digital learning platform.
Ultimately, a content aggregation model means all of your learning needs are catered for in a single subscription, so you don’t have to compromise on the quality or quantity of your learning content.
Which L&D teams benefit the most from learning content aggregation?
If you value breadth and diversity of content, then there is a good chance your L&D team would benefit from a learning content aggregation platform.
Finding the right digital learning content for your team can be difficult at the best of times. When you’re trying to find content that suits divergent learning styles, it can be almost impossible. The bigger your team, the more challenging this becomes, especially when budgets are tight and it feels like you’re being pulled in a million different directions.
What’s more, knowledge and skills have a shorter shelf-life than ever before, and one-size-fits-all training is no longer adequate to meet the unique needs of different employees.
From discussions with clients and partners, we know that this is an all-too-common pain point. Our teams often hear something along the lines of, “my employees have such a wide range of learning styles and preferences, it feels impossible to give everyone the type of training they would best respond to.” Usually, in this situation, something has to give. You have to make a decision to prioritise one learner’s preferences over another’s, leaving someone unsatisfied and most likely disengaged.
A learning content aggregator can solve this problem by delivering the breadth, diversity, and quality of content to suit any learning priorities, preferences, and styles. In other words, by accessing all of your content from one central source, you’ll never have to compromise on what to deliver again.
For example, we have courses to suit a plethora of different learning preferences. This diversity of content also means we can cater to more specialised subject matter. Additionally, we regularly add new content providers at no additional cost, many of whom are either award-winning or leaders in their field. For popular topics, we work with a range of well-regarded partners to ensure coverage. By proactively approaching partners to address any gaps in our library, we offer the breadth and diversity of content to suit different audiences.
Finally, it is worth noting that the decision between a content aggregator and a single provider doesn’t have to be mutually exclusive. Many of our clients use both models as complementary tools to satisfy the full spectrum of their learning needs. It is worth performing an analysis of the pros and cons of both models to see which is appropriate for your team, or even if using both might be a suitable solution.