The use of Managed Learning Services (MLS) has grown considerably over the past few years. According to CompTIA “Within a two-year period until July 2017, studies found the percentage of organizations leveraging managed IT training services (alone) grew from 30% to 66%.” Although these figures are US based, similar growth in the field exists in the UK and Europe.

We have detailed the benefits of using a managed learning service elsewhere in our blog but broadly they are:

• Quicker response times to meet business requirements and needs
• Reduced lost opportunities and costs relating to expansion/change
• Reducing and increasing L&D capacity on demand
• Growing core-team skills while filling skill gaps immediately
• Being able to use new technologies quicker
• Allowing L&D staff to focus on strategic alignment et al

Interestingly, you’ll note that price is not on that list, although it may have been a prime factor in the decision to use the MLS in the first instance. In this article, however, I’d like to comment on the third of the benefits mentioned above, namely:

Reducing and increasing L&D capacity on demand

A major reason that businesses use managed learning services is to address urgent needs for specific new training. 56% of businesses surveyed reported that they had done so in response to new and/or urgent demands.

It comes as no surprise to learning and development professionals that there are ‘peaks and troughs’ in their training activity. This may be due to new technologies coming to the fore within the industry – new advances that may give the company an advantage over their competitors. In this instance it maybe that a high percentage of staff need training in the new tech, and need it quickly.

Similarly a ‘peak’ in training requirements may appear subsequent to a merger or takeover. Every company will have it’s own culture and required skillset and staff will need to be trained to meet the requisite standard. These are only two examples of many, but when they occur they will happen in conjunction with the on-going core training requirements of the company – and as such may become a huge burden on the existing L&D staff.

By using the talents of a quality MLS that burden is reduced – increasing the moral within the team, allowing them to focus on the strategic training needs of the company, and (in all likelihood) reducing costs too. The ability for L&D staff to work more closely and efficiently within a company ensures that they can create a strategy to enhance employee performance. Training has been proven to increase employee retention, loyalty and performance – and what organisation doesn’t want that?

I’m Blake, MD of Optimus Learning Services – we provide managed learning services, supporting L&D teams and sourcing training for companies.

Contact me at blake.henegan@optimuslearningservices.com or call 0845 519 7408.