Large Enterprise Learning

Disruptive Insights: Large Enterprise Learning

The Learning Systems market has evolved a lot over the last 25+ years. With origins in managing training, through the growth of e-learning and virtual training, and ultimately to systems to access, manage and support all forms of learning, digital or otherwise, it has been a long journey. From a systems perspective, we’ve seen a similar evolution – from Training Management Systems (TMS), to Learning Management Systems (LMS), the introduction of Virtual Learning environments (VLE) and Next-Gen Learning Environments (NGLE), and the evolution of Learning Experience Platforms (LXP). Now Fosway just refers to Learning Systems as an umbrella term for all of these categories, and the Learning System Suites and Specialists that evolved into the modern market.

What is Large Enterprise Learning?

For the purposes of this research (and resulting paper), we defined ‘large enterprises’ as being large organisations, typically tens of thousands of staff or more, employed in many countries and operating units, with a large variation in job roles and learning needs. Whilst many such organisations might be public sector,
our primary focus for the research is on large private sector companies, although many of the same challenges will apply to public sector organisations too. These target companies might include FTSE100, CAC40, DAX50 or Fortune 500 organisations and privately owned equivalents. The key characteristics of these organisations are that they are global, complex and sophisticated in the way learning is structured, managed and delivered.

What do you need to know?

The following diagram summarises Fosway’s functional model for assessing learning systems – both corporate needs and vendor capabilities. It explicitly includes learning experience as well as learning management, and the capabilities to support skills, development programmes, workplace learning and aligning learning systems to the wider business, HR and learning ecosystem.