This document outlines a research study exploring how LinkedIn Learning can be used by organizations to improve employee performance. The study will use a qualitative case study method with surveys to collect data from two groups of employees - one that chooses their own learning path and one assigned a path. The surveys will ask questions about skills improvement, impact on the organization, and learning effectiveness. Descriptive, inferential, causal, and predictive analyses will be used to analyze the data. The theoretical frameworks of connectivism, social exchange theory, and path-goal theory provide a lens for the study.

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

2. 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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3. 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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4. 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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5. 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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6. 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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7. 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

8. 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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9. 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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10. 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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11. What Do we Know?
● Social Media
● Advantage
● Teaching and Learning
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12. What We Do Not know
● Platform
● Empowerment tool
● Personal Knowledge at risk
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13. Data Gathering
● Primary objective
● Accuracy
● Primary Data Collection
● Secondary Data Collection
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14. Data Analysis
● Statistical or Logical Techniques
● Dissect Data
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15. Data Analysis Techniques
● Descriptive Analysis
● Inferential Analysis
● Causal Analysis
● Predictive Analysis
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