HPLJ - The real solution for personalized learning journeys that helps organizations and employees develop skills and meta-competences needed in an increasingly uncertain future.
Find out how you can build a learning process specific to your industry or organization, the impact of which can be easily measured and which helps employees perform consistently in the long term.
The challenges faced by organizations when implementing classic learning solutions
At the moment we are there is an estimate that says that 34% of the processes carried out worldwide are carried out by various forms of machines or automation and the remaining 66% are carried out by human labor. The percentage is constantly changing, and the next 5 years predict the disappearance of 23% from the types of jobs we know now.
This perspective imposes on organizations the need to prepare employees for jobs that do not yet exist, and to develop skills and meta-skills that we do not yet know.
Furthermore, this can only be achieved if the learning process is a continuous journey, included in everyday work, and not a singular, sporadic event.
Classic format - Reduced Impact
One of the best-known international studies on the impact of learning forms, carried out by The Kirkpatrick's, demonstrated that "learning event" type trainings have a low impact, i.e. only 2.5 people out of 10 participants improve their performance and maintain it at a high level for a long period of time.
Learning in "silo" style - Linear transfer of information
A problem often reported by those who use e-learning platforms is that the lack of a guide and an external perspective favors the emergence of a comfort zone vis-à-vis the knowledge they accumulate, and that they do not have available ways to test the applicability of the information in the real work environment. They lack feedback from colleagues and managers to understand the impact of the learning process on their performance.
Non-adaptation for new generations - Different learning styles
Never before have generations with such different habits and values worked together in the same organizations as Baby Boomers, Generation X, Millennials and Generation Z. Each of these have different learning styles. Members of Gen Z and much of the Millenials prefer digital, interactive and short-term learning, while Generation X and Baby Boomers find classic training still interesting. Also, in the context of globalization and remote working, the physical format limits access and collaboration.
Disconnection from the work process - Lack of motivation
Classic learning processes, whether we are talking about trainings + follow up, or e-learning platforms, are disconnected from the continuum of work, of the job itself. A study conducted by Ernst&Young highlighted that over 60% of the employees want long-term learning experiences, in which the information is delivered in easily digestible forms and at the same time immediately applicable. Employees want the learning process to be integrated into the flow of their work, not to be a disruptor of it.
The study carried out by the World Economic Forum in 2023 predicts that the adoption of the latest technologies will continue to be an essential element of the ability to transform and develop the business, a trend that is felt more and more in the area of learning & development.
More than 75% from the organizations that participated in the study say that they intend to implement big data, AI, VR solutions in critical processes, while 81% from companies say that they have a clear focus on their integration in the area of education and training.
The HPLJ (High Performance Learning Journeys) that we build in Marco Polo CEE have 3 essential components for a completely transformative experience.
They are based on scientific methods validated by the Brinkerhoff Evaluation Institute (the most respected organization for evaluating L&D programs).
They are facilitated with the help of the best learning management platform for a complete experience that guarantees long-term impact results.
It uses revolutionary technologies to transform knowledge into skills.
Because the classic spot training approach has repeatedly demonstrated its limitations, HPLJ is developed using a logical sequence of 4 steps:
1. Personal commitment in the development journey. As long as he is motivated, an employee will work hard on his own development. Thus, this first step requires the involvement of management and the construction of an image of personal success - how it feels, how it looks, what are the behaviors that determine it. The method used in this first step is coaching.
2. Construction of knowledge foundations. Each employee will receive the minimum amount of information necessary to increase performance and no more. He will get it through individual study, not through transfer. The webinars and physical courses during an HPLJ are dedicated to practice, not teaching, and this brings better results in the manifestation of desirable behaviors in the long term.
3. Development and practice of skills. It is the ideal step in which the new skills are repeatedly tested and the feedback is used as a tool to facilitate the increase in performance.
4. Consolidation of results. It is the last step, in which the newly learned and developed skills are tested in the work environment and continuously developed through several methods.
Promote is a platform that supports learning trips and was developed following numerous scientific researches. It is a tool accredited by the Brinkerhoff Evaluation Institute and is based on 4 principles that generate motivation and provide support for employees at the same time.
- Management involvement
- Social learning
- Effective learning
- Monitoring and improvement
Pitchboy is a learning tool by simulating normal and natural experiences from the real work environment. It uses AI and VR technology to create immersive and credible learning processes. It is developed on 4 main pillars.
- Facilitates the development of skills
- It naturally increases motivation
- It measures subtle but relevant indicators
- Create unlimited learning scenarios
We are Marco Polo CEE, part of the Marco Polo Performance group, and a partner of numerous visionary, local and international organizations that make the learning process a continuous journey.
Since 2014, we have been supporting Romanian and EU companies to implement programs with high impact in areas such as Leadership & Management, Sales & Customer Success, Change Management, Self-Awareness & Personal Development.
What are the benefits of organizations that implement learning trips with us:
Traditional learning methods
Study trips assisted by Promote
Organizational structure: 3-4 training modules led by facilitators, over a period of 6-12 months, 616 participants, 441 facilitators
productively
Aviation
factories
Health
construction
road
Banking
Essential findings
- Exceptionally high degree of transfer from learning to performance
- Sustained behaviors 3-6 months after the learning trips
- High levels of participant engagement
- High levels of accountability, even without management involvement
- Promote builds a culture of learning to achieve performance
Here is what the organizations that have developed learning trips with us say:
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