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Dayforce this week announced the launch of a new Dayforce Learning experience built into its HCM. The move aims to improve the user experience for clients and their employees and relies on AI-powered capabilities to help employees and learning and development (L&D) pros to create better learning plans for internal growth and workforce development.
“We really believe that learning and development, along with talent management and talent acquisition, is a big part of our future,” said Shaun Ricci, SVP of application development at Dayforce. “We needed to really own the roadmap, make it fully integrated into Dayforce, and make that experience better for our customers.”
Ricci touts a “much improved user experience.” Dayforce previously partnered with Docebo to offer its learning product directly inside the Dayforce platform. With the launch of its own product, the company is able to provide better integration with the rest of Dayforce offerings, including a new dashboard for managers that doesn’t require “heavy reporting or analytics” to know “which learners are completing which courses” and a tighter integration with its Career Explorer product, which offers AI-driven employee self-service career growth.
“When you have the ability to have employees upskill [and] reskill in a way that actually encourages them to pursue their next opportunity within your own organization, versus going outside, I think that’s a huge win,” he said about the integration with the Career Explorer product, adding that employees want self-guided upskilling options.
Zoom out. Dayforce better connecting its learning offerings to its career development and workforce planning offerings reflects the renewed focus employers and HR pros have on connecting employee skills throughout the employee lifecycle.
Experts suggest that AI has enabled a new era where the shelf-life of skills has been dramatically reduced, and employees need career-long learning. Many HR technology platforms used in the employee lifecycle—workforce planning, ATS, LMS, and rewards and recognition—need to better be calibrated to skills.
“To adopt a proper skills framework at an enterprise level, you need a lot of pieces, and I don’t know if all those pieces were there five, six years ago,” Ricci said.
The changes to the broader approach to skills in the HR function is prominent. This summer, the Society for Human Resource Management launched a new skills-based talent management curriculum to upskill HR leaders on the art and science of this skills-based economy.
“You really needed the skills component throughout the whole employee lifecycle, and I don’t think that was there before. I think it was happening in pockets with point solutions,” Ricci said. “You need this skills framework from hire to retire.”