Growth + Change: Using Pinnacle Series to Scale Training for an Evolving Workforce

The right technology can help you grow your organization’s talent pool while navigating changing workforce needs.

Right now, a shift is happening worldwide in the way organizations build their workforces. AI and other technological innovations are changing skillset requirements for young workers leaving them less prepared for the work environment than previous generations. At the same time, the older and more experienced cohort of engineers, architects, and manufacturers are retiring from the workforce just when their industry knowledge is most needed. As a result, when it comes to talent, workplaces are facing different hurdles than they have in the past. And in response, leaders will need to adapt their workforce planning strategies to meet the moment.

Learning is proving to be an especially important piece of this puzzle. Hiring for specialized skillsets is becoming less viable as a strategy, and experienced workers are prioritizing development opportunities more and more highly as an attractive workplace benefit. This leaves most organizations facing a need to expand and redesign their learning and development (L&D) strategy, in a way that can accommodate both a growing user base and long-term flexibility.

The simplest way to achieve both a complete learning solution and a flexible framework for growth is with an applied learning solution like Pinnacle Series. Pinnacle Series is designed explicitly to deliver scalability without sacrificing the individualized, in-depth learning experience that employees value. To understand why, let’s lay out the challenges organizations face in scaling up L&D, and what a truly future-ready solution can look like. 

L&D faces hurdles in the evolving workplace

Meeting the learning needs of a modern workforce is more challenging than it used to be. Organizations today are larger, workers are more distributed, and subject matter is more specialized than ever. As workforces grow and organizations invest more into L&D, they can encounter a range of issues that need to be addressed before L&D can truly scale up, some of which include:

• Localization. Keeping information consistent across multiple locations can be more complex than it sounds at first. Content may need to be translated or adapted for local policies, laws, and needs in order to achieve the same goals as elsewhere in the organization.
• Learning methods. A wider range of learners means a wider range of learning styles and contexts. Employees who work in the field may primarily need short, focused content that they can access quickly, while office workers might need an in-depth instructional video for a complex, multi-step task. Constraints outside of work, like childcare, can also impact the most effective way for users to learn.
• Resource limitations. Managing L&D for an organization is a time-consuming process. Introducing more learners can cause the workload to balloon beyond what your current team can handle. 
• Specialized material. Many of the skills that are on the rise in today’s market are highly specialized, meaning long courses and a large amount of content for users who want to learn them. In addition, with more users upskilling, learners will bring an even wider range of backgrounds and experience to their courses. To keep learning effective and efficient, it will need to adapt to individual learners’ needs.
• Learning delivery. Learning is most effective when it is delivered at the point of need. The longer the delay between receiving instruction and putting it to practice, the more information is lost. Organizations need an applied learning solution (like Pinnacle Series) that can help learners apply training when it is most relevant.

Simply getting started with L&D is tough enough in this context. Ensuring your strategy can expand and stay relevant in an unpredictable future can seem almost impossible. But that challenge is precisely what makes technology such a critical factor for future-focused organizations. The right knowledge platform makes these barriers exponentially easier to navigate, opening the door for stronger and more accessible L&D in your organization.

What does scalability mean in an L&D context?

At a surface level, scalability in an L&D system logically follows organizational growth. As the workforce expands, the demand for L&D will also grow, and the institution needs a platform that can keep up. With the right technology, your L&D strategy can react swiftly to your organization’s changing needs, keeping you agile in the face of unpredictability.

But an applied learning solution is more than a one-way street, and you don’t have to limit yourself to a reactive strategy. A comprehensive knowledge platform is also an enabler—a framework in which your organization finds room to expand and adapt. 

Meeting scalability needs

To that end, supporting the evolution of your organization as a whole requires your applied learning solution to satisfy a few core needs:

• Customizability. An expanding workforce will introduce different schedules, job roles, limitations, and even languages or time zones into your learning ecosystem. Your platform needs to be able to meet them where they are.
• Consistency. At the same time, you need the ability to keep information and messaging consistent across the organization, so everyone is striving for the same high standards.
• Efficiency. Your platform needs to serve more users and a more complex organizational structure without an extreme increase in work from your L&D managers.
• Modularity. Inside a robust, flexible content management system, a range of content formats and lengths lets you adapt information to each user’s learning context—whether that’s a focused study session or a real-time reminder.
• Openness. Knowledge platforms strive to centralize information, but can also crucially spread out the responsibility for capturing it, and empower experienced workers to upload and share essential institutional knowledge.
• Transparency. Monitoring and reporting enable you to continuously validate your L&D strategy and efficiently course-correct.

Using Applied Learning through Pinnacle Series to deliver a scalable, future-proof foundation.

Eagle Point’s flagship applied learning solution, Pinnacle Series, is built to address the challenges of modern knowledge management in a modern, fast-moving business landscape. Pinnacle Series features a rich library of content from industry-leading providers, but beyond simply serving up high-quality content, the platform acts as a comprehensive learning system, featuring:

• Customizable knowledge assessments
• Personalized learning paths
• Flexible content organization and sharing structures
• Robust administration and reporting tools
• Knowledge capture capabilities
• Rich integration with larger business systems

Critically, Pinnacle Series is also designed around the core principle of applied learning. This approach places targeted knowledge precisely at the moment of need, so users don’t have to interrupt the flow of work to get answers. 

Together, these features support a learning system that can flex and grow with any organization, and is ready to scale up its capabilities as your workforce evolves. The design of Pinnacle Series exemplifies Eagle Point’s commitment to our clients: that we will continue to keep you at the leading edge of your industry, whatever comes next. 

To learn more about what Pinnacle Series can do for your organization, request a demo today.