Providing relevant learning opportunities and professional development for employees is certainly a significant investment from the part of companies. Couple this with a foggy ROI, and you can’t really blame managers for searching for options and consider all the ways to cut training costs. Opting for delivering online training is a cost-effective way of investing in employees while optimizing budgets.
The benefits of having online communities that work and support learning within the company are far greater than the effort so here are some tips for getting things rolling: group leaders are very important and it is paramount that they are accepted by most members; their knowing of the audience is a must; sub-communities may be better for ensuring a personalized learning experience for each member.
Building a learning culture, providing personalized learning experiences to each employee and preparing for unexpected disruptions that will inevitably arise in the ever-changing business environment are three things that will become more and more important in determining companies’ success in the future and L&D professionals will certainly have a role to play in this.
Corporate trainers should not worry about going extinct any time soon. E-learning has the capacity to make their lives and jobs significantly easier. A lot of subjects that used to be a bore can now be delivered in e-learning form. Since classroom trainers do a lot more than simply deliver content in front of an audience, e-learning is actually there to make their job easier and more interesting rather than obsolete.
There are plenty of factors that influence a person’s ability to absorb, retain and recall new information, but training instructors have little to no control over them. But they do control the way learning materials are delivered, and applying spaced repetition in training materials is the magic sauce for learners to get improved retention rates and contribute to the success of the training program.
Whether it’s classroom or e-learning, training is costly in terms of money and time. So it is only natural for businesses to want be able to quantify the value that training sessions bring to the organization. Of course learning itself is never really over but a training cycle is deemed complete once its effectiveness has been evaluated and plans for the next steps on the learning path have been drawn.
The LMS market is booming, as more and more business organizations realize the importance of having a centralized system for as much learning that happens in the work space as possible. But despite the growing presence of LMSs in the organizational training world, there are still people who don’t get how these systems work and how they can help their businesses.
What’s in a name? More than you’d think! Why should we keep the numbers in the name of the 70:20:10 model for learning and development if they are just guidelines and should change depending on each organization’s learning needs? Why not call it the Experience:Exposure:Education model of professional learning?
A Learning Architect will help ensure you create a clear vision, with a clearly defined roadmap, bringing together the learning tools, learning platforms, and learning content into a form that is easy to use, scales and delivers a great learner experience.
Employees can be trained either to acquire more skills OR for developing their competencies. These are not the same thing and their value is not equal in the workplace. Skills are very specific activities, some more complex than others. Competencies are the capability of employees to apply a set of related knowledge, skills, and abilities required to successfully perform critical work functions.