Learning Agility

METTL LEARNING AGILITY MATRIX

MEASURE & IMPROVE YOUR ORGANIZATION'S LEARNING AGILITY

A survey report based on a survey of 1200 HR professionals.




INTRODUCTION

WHAT IS LEARNING AGILITY ?

Learning Agility is the ability to continually and rapidly learn, unlearn, and relearn mental models and practices from a variety of experiences, people, and sources, and to apply that learning in new and changing contexts to achieve desired results.


LEARNING AGILITY IS THE 2ND MOST IN-DEMAND SKILL DURING HIRING

Since present day organizations are becoming more complex and dynamic due to increasingly unstable and rapidly changing business, Learning Agility has become one of the most desired competencies for the new recruits as well as existing employees.


An organization with a Learning Agile workforce has:

✔ Higher employee productivity
✔ Future ready workforce
✔ High number of high potentials
✔ Higher overall organizational productivity and profitability

Top skill organisations look for while hiring candidate



METTL LEARNING AGILITY MATRIX

CREATING FUTURE READY WORKFORCE WITH METTL LEARNING AGILITY MATRIX

Mettl Learning Agility Matrix is a matrix that measures an individual’s/organization’s learning agility and provides actionable insights needed to improve the organizations performance and productivity.

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Using the Mettl Learning Agility Matrix You Can

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Identify the learning agility demand of your organization and job role

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Measure the learning agility of potential hires and existing employees

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Identify high potential employees based on their learning agility score

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Identify learning preferences to get better ROI from L&D programs

EVALUATE LEARNING AGILITY

EVALUATING ORGANIZATIONAL LEARNING AGILITY USING METTL LEARNING AGILITY MATRIX



AVERAGE LEARNERS


Who is an average learner?

An average learner is an individual having average levels of both fluid intelligence (ability) and behavioral traits that support a learning agile mindset (intent)


When do you need an average learner?

A job role, industry or organization demands average learners if the workforce is required to perform routine, non-novel and simple tasks.
e.g. Data entry, KPO/BPO

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ENTHUSIASTIC LEARNERS


Who is an enthusiastic learner?

An enthusiastic learner is an individual having above average level of fluid intelligence (ability) and above average to very high level of behavioral traits that support a learning agile mindset (intent)


When do you need an enthusiastic learner?

A job role, industry or organization demands enthusiastic learners if it involves performing work that requires creativity, people skills, passion, expertise in their fields and innovative thought process.
e.g. Journalism, Media and Entertainment, Photography

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LATENT LEARNERS


Who is a latent learner?

An average learner is an individual having average levels of both fluid intelligence (ability) and behavioral traits that support a learning agile mindset (intent)


When do you need a latent learner?

A job role, industry or organization demands latent learners if it involves performing work that requires attention to detail, focus and perseverance, performing complicated routine tasks and strong cognitive abilities.
e.g. Accounting, Banking

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HIGH POTENTIAL LEARNERS


Who is a high potential learner?

A high potential is an individual having both-very high level of fluid intelligence (ability) and behavioral traits that support a learning agile mindset (intent)


When do you need a high potential learner?

A job role, industry or organization demands high potential learners if it involves performing work that requires very strong interpersonal, cognitive, analytical, problem solving, logical thinking and decision-making skills. High potentials are required when the nature of work is very complicated, novel and has high stakes attached to it.
e.g. CXO and leadership roles, stock market trading

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COMPETENCIES

COMPETENCIES TO MEASURE INDIVIDUAL LEARNING AGILITY

Organizations across the globe agree that all employees- from entry level to leadership levels need to be learning agile. Learning agility is the strongest indicator of an individual’s/ employee’s potential to succeed in their present and future job roles. A learning agile workforce is needed to sustain and increase organizational productivity in the present and future.

Keeping this in mind, Mettl has devised a method for measuring a person’s learning agility based on two factors: ability and orientation.


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ABILITY TO LEARN

An individual’s ability to learn is determined by their fluid intelligence or their ability to learn new things from scratch and then apply that knowledge in different ways. Fluid intelligence can be measured with the help of abstract reasoning or spatial reasoning tests.

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ORIENTATION TO LEARN

Essential behavioral competencies which will predispose the respondent to learn new things faster than others. An individual’s orientation to learn is determined by their behavioral attributes such as open mindedness, drive for mastery, consciousness and inquisitiveness.


To accurately and reliably predict the learning agility of an individual, it is important to measure both the ability and orientation to learn. This method of measuring learning agility is based on the extensive research which includes review of literature from peer reviewed journals as well as qualitative data collection and interviews from subject matter experts (SMEs).


OUTCOME

LEARNING AGILITY ASSESSMENT OUTCOME

There are two things that an organization needs to know to ensure that their workforce is agile:

Learning Dimensions

Learning dimensions are attributes that define the type of learning that an individual is capable of. Some individuals can learn fast, while others can learn a variety of things or develop expertise in a particular subject.

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Speed of Learning

Gauges how quickly a person can learn.

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Variety of Learning

How oriented is someone towards learning varied subjects/ topics.

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Depth of Learning

How oriented is someone towards gaining deep comprehension of concepts & its application.

Learning Preferences

The result of Learning Agility assessments throw light of an individual’s preferred mode of learning. Hence this assessment can be used to enable employees to undergo trainings as per their preferred mode of learning.

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Self Learning

Prefer to self-learn with resources including books, classes, and e-learning sources.

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Classroom Learning

Prefer to learn from instructors in formal classroom setting.

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Learn From Mentors

Prefer to learn from others with experience like mentors or coaches.


KEY TAKEAWAYS

KEY TAKEAWAYS

In sum, learning agility is a meta concept reflecting the constellation of an individual’s cognitive ability and behavioral predisposition. Outcomes of High Learning Agility includes ability to make smooth transition between different roles as per the role/company requirement, having high potential for career advancements and better job performance due to constant addition of new skills and knowledge.


Mettl’s Learning Agility Assessments Key Features


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Competency based assessments

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Customized for each job role

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Benchmarked as per industry standards

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Detailed Candidate diagnostic report


We have found that learning ability is the leading predictor of success, number one above intelligence and education!

-Laszlo Bock, former senior Vice President HR of Google

CASE STUDY

CREATING A FUTURE READY WORKFORCE WITH LEARNING AGILITY ASSESSMENT

Business Needs

Our client, a big player is the cosmetics industry, wanted to hire employees with high Learning Agility in all job roles.

The assessment provider that the company was using was not able to provide customized and benchmarked assessments for different job roles. Their services were also expensive and not easy to use.

The company wanted to partner with an assessment vendor that provided them with online Learning Agility assessments that were:


1 Easy to Administer

2 Customized and Benchmarked

3 Cost and Time Efficient


Solution

Mettl provided client with highly customized and benchmarked assessments suited for identifying individuals having high Learning Agility, across all job roles. Our assessments are cost effective and user friendly. Additionally, our assessments can be made available in any language that the client wants their assessments to be in.

Mettl was able to take care of client’s business needs by providing them with:


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Customized Assessments Based on Competency Framework:

After thoroughly understanding the competencies that the client wanted to have in their new hires, Mettl created a competency framework customized for each job role. Mettl’s Learning Agility assessments are based on the competency type and level included in the competency framework of each job role.

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Smooth Hiring Process:

By making the assessment available in local languages and providing training to the HRs on how to administer the assessments, Mettl made the hiring process much easier to execute for the client.

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Reduced Cost of Hiring:

Mettl’s vast experience in the field of online assessments and our huge library of tests for every industry, job role, job level and use case has made us capable of creating accurate assessments at very low costs. Also, as the assessments are administered online, the cost of manually carrying out pen and paper assessment is saved. It also makes the hiring process faster as candidates can give the assessment remotely.

Impact

Mettl’s offerings helped the client by:


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✔ Reducing time and cost of hiring:

by providing the client with online assessments that can be administered and attempted remotely thereby saving the HR’s time and cost spend on arranging for an assessment venue and scheduling them.


✔ Creating a robust hiring process:

by providing accurate, customized and benchmarked assessment for each job role, that can be shared, attempted and analyzed online, seamlessly and remotely to make the hiring process more efficient.


✔ Helping them create a future ready workforce:

By helping the client identify Learning Agile talent, Mettl provided the client with cherry picked list of candidates who can upskill and adapt fast as per the changing market and job role demands.



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