한국어 
日本語 
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Background
Media trends shift too fast for HRD teams alone to produce relevant content. Relying on external content stripped away internal context. Field expertise was not systematically shared, creating a structural bottleneck in content supply.
Solution
Combined P4 (social learning) with P5 (data-driven performance management). Progressed from Lv.2 (collaborative: SMEs draft, HRD edits) to Lv.3 (distributed: field teams create and publish). Tracked learning conversion rates from short-form to full courses and used P5 data to adjust content planning and operational cycles.
Results
Lv.3 companies achieved 30%+ employee-created content ratio. P5 data shows data-driven decision-making requires 12+ months of platform operation, with a median of 3–5 tracked metrics. HRD shifted from content producer to curator, structurally solving content supply sustainability.
Insight
P5 raises the level of proof from "we delivered training" to "the training worked." The easiest outcome metric to validate is process efficiency, with learning-transfer tracking as the starting point. When content-creation tools have a low barrier and field creators have incentives, the self-sustaining cycle of P4 begins.
