Besides the subject matter knowledge and technical skills, a training course creator also need to put on the hat of a neuroscientist when designing. So if you at least be clear about the benefits of going through a certain course, put some thought into how you deliver new information, allow trainees to sleep on new concepts and master spaced repetition, you’ll meet some of the needs of the learning brain.
It may seem that digital natives do everything differently than the previous generations of employees but give them the time, the choice and the right technology and they will prove that different is in this case better. In order to design programs that will be both friendly and effective for them there are a few things to be taken into account. Check them out!
Employees tend to perform better when they feel empowered, have a say in their work and understand the added value of the tasks they are asked to perform. That’s why organizations everywhere should encourage and foster self-directed learning (SDL) and give employees more control over their professional learning process.
Immersive technologies are perfect for training people who perform risky jobs because it can simulate dangerous or risky situations within a safe, controlled environment. These can also be used for recruitment, on-boarding new employees, or helping team members develop interpersonal skills at work. 360° photos, 360° videos, 3D simulations, VR and MR are just 5 examples of immersive technology for training.
These days there is a subscription for anything, from daily pics of cute cats to new o scientific breakthroughs and every sale both online and offline. So it only makes sense to use enrollment as a learning tool. Subscription learning can be an effective way for companies to make use of the modern appetite of people for internet and repeatability.
Whenever putting out a hiring ad, companies ask for innovative people who can think outside of the box. Creativity seems to have become the number one prerequisite for pretty much everything. The ‘box’, with its implication of rigidity and squareness, symbolizes constrained and unimaginative thinking. So how exactly can one think outside the box? And what can instructional designers do support this kind of thinking?
When it comes to creating training courses most clients tend to believe it is either one or the other, and if they do choose both they assume two independent development streams and budgets. But if we consider the amount of cost and effort to create both instructor-led courses and e-learning ones, the best option for maximizing the training budget is to go for both these possibilities.
Every company should consider offering training to all members of the extended enterprise, whether we’re talking about employees, suppliers, resellers, volunteers and even customers. This will help them save a lot of time and money, all while organically growing the business.
Micro learning is already established as the wonder child of the online education industry. A normal response to the spectacular growth of mobile learning and an antidote to lack of time and resources in the workplace, bite-sized learning can prove the perfect solution for employees. Providing real-time, relevant information, this type of training boosts employee efficiency, and as such improves company productivity.
The learning organization is an integral part of today’s workplace. The modern employee is acutely aware that in this fast moving world one needs to learn continuously to survive. That’s why L&D departments need to keep up with all technological advancements that allow employee to have more control over their learning process at work and support this new sharing culture.