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LinkedIn Learning
Training for Employee Performance
Cesar Nin | Derek Randolph | Gloria Talton
EDT 650
St. Thomas University
10.3.21

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Purpose of Research
● Intersection of organizational theory, learning theory,
and social theory
● Organizational use of online learning platforms
● Indications for performance evaluation process
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Research Questions
RQ1: Can leaders use LinkedIn learning to improve the performance of employees’
RQ2: Is learning on LinkedIn associated with job performance when the learning is
self -directed as well as when the learning path is mandated by the employer?
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Background
The Future of work dictates that organizations transform the way they operate,
including in their training programs
● Decline in Instructor-led Training
● INcrease in self directed and on-demand methods
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Learning and Development - Digital Transformation
Effective Virtual Learning Models exist to:
● Create a community that shares best practices
● Leverage instruction that is not limited by borders
● Enable coaching among peers
● Learning can be applied to actual work environment
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Linkedin Learning for Organizations
● Considered a MOOC Provider
● Can be used to begin or advance professional or technical skills
● Can also be used to close skill gaps
● Diversity of content creators
● Accessibility is LMS agnostic and universal
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Theoretical Framework
Connectivism
● Connectivism is a relatively new learning theory that suggests students should combine
thoughts, theories, and general information in a useful manner
Social Exchange Theory
● In work organizations, the key partners involved in exchange relationships of investments
and returns are superiors and subordinates. Superiors make investments in and receive
returns from subordinates; subordinates make investment in and receive returns from
superiors; and the investments and returns occur on a one-to-one basis in each superior-
subordinate
Path-Goal Theory
● Leaders help follower motivation by making the path-goal clear, removing
obstacles/roadblocks that followers might encounter in the process of goal attainment 7

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Type of Research
● Qualitative design
○ Gain insight on how employers can use it for employee performance
○ Case study method
○ Give surveys so that we can collect results
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Research Design
● Collect data through surveys
● Study group of 100 people divided into two groups of 50
● Responses will be kept anonymous
● One group will choose learning path other group will follow what is chosen for
them.
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Research Design
Survey Sample Questions:
● Do you feel that your skills have improved after using Linkedin Learning?
● Would Linkedin Learning have a positive impact on the organization?
● Did you find it more effective to choose your own learning path?
● Do you prefer for management to choose your learning path?
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What Do we Know?
● Social Media
● Advantage
● Teaching and Learning
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What We Do Not know
● Platform
● Empowerment tool
● Personal Knowledge at risk
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Data Gathering
● Primary objective
● Accuracy
● Primary Data Collection
● Secondary Data Collection
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Data Analysis
● Statistical or Logical Techniques
● Dissect Data
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Data Analysis Techniques
● Descriptive Analysis
● Inferential Analysis
● Causal Analysis
● Predictive Analysis
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References
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References, cont’d
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LinkedIn Learning (2021). 4th Annual 2020 Workplace Learning Report. https://learning.linkedin.com/content/dam/me/learning/resources/pdfs/LinkedIn-Learning-2020-Workplace-Learning-Report.pdf
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References, cont’d
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