By creating training programs that are bite-sized, are based on real life situations and have a social component, they can maximize the chances of employees to not only remember what they learn but to actually apply that knowledge.
Meet MATRIX at DevLearn 2017! Exactly one week from now the MATRIX team will join the largest learning technologies expo in North America: the DevLearn Conference and Expo. Our team will be eager to meet the people that will contribute to the shaping of the future of workplace learning. Drop by our booth to meet our team, chat about the future of the L&D industry and see what we’ve been up to lately!
One of the greatest challenges of L&D professionals is assessing the results and being able to present them in a form that makes them easy to follow both for HR specialists and managers. Measuring the effectiveness of e-learning, the rate of knowledge transfer and the benefits it has for the organization is a more intricate process than it would initially seem.
Since one of the biggest challenges in the face of learning is lack of time, on-demand online courses are becoming increasingly important in all business organizations. L&D teams as a whole are beginning to embrace digital learning and are open to experimenting more with various other instruction methods. E-learning on demand is the win-win solution to keep both the learners and the CFOs happy.
Games have found their way to the training room quite a while ago. Initially, their purpose was to animate the room and bring some fun to learning. With the transformation of generations, however, much has changed in what is perceived as the norm in corporate training and games became the go-to for effective learning. Read on to find out why games matter in workplace training.
Hiring talent is the first task of any HR department. Once this is accomplished however, the trickier part begins. Competency based training is the key in making sure that every talented individual receives the training they need, since their levels of knowledge and skill vary, as do their learning preferences and speeds. Unlike content-based training, competency-based L&D programs place the trainee in the middle of everything.
Corporate mentoring is meant to aid both career development and talent management as employees acquire new skills and have a clear image of where they want to get within the organization. With the emergence of a new type of employee, however, the types of mentoring need to change in order to accommodate the non-traditional young adults. Read on to find out three new faces of mentoring.
Although it seems today’s corporate world is tailored to the very verbal and vivacious extroverts, the creativity, thoughtfulness and independence of the introverts are important in driving organizations forward. Giving them the opportunity to learn in a way that accommodates their personality will only be beneficial to all involved. E-learning is simply perfect for introverts.
Achieving success in terms of online training programs is not exactly a straightforward endeavor. L&D professionals need to find the right path to it, and it all depends on each organization’s learning needs. However, aligning L&D with organizational objectives, getting top-management on board and providing personalized learning experiences for all employees are three L&D best practices that will get them on that right path.
Being new at anything is both a stressful and an exciting situation. When it comes to management positions, the excitement is most often shadowed by all the challenges they pose. This is why onboarding is an essential step in ensuring a smooth and short transition for all involved. Although integration programs are in place for most new hires, companies tend to neglect implementing them for newly appointed managers.