Better workplace learning is in higher demand than it has ever been. According to a LinkedIn survey, 94 percent of employees said they would commit to remaining at a firm longer if it invested in their professional development. This number is complemented by the fact that 90% of top management believes that investing in their employees' career development is a positive need for its growth.
That's all there is to it. Employees and employers recognize the value of their workforce's career development. So, what's next? Creating 'standardized' training programs for all of your employees will undoubtedly put material in front of them. Still, it will not ensure knowledge transfer or employee engagement, which will result in corporate growth.
More importantly, your staff has a wide range of responsibilities, experience, expertise, and skills. Creating a training program tailored to each of them will boost learning efficiency and return on investment. Well-structured L&D programs help employees get the knowledge and skills they need to improve their performance and job satisfaction, which leads to higher employee retention.
Corporate training is essential for any firm’s success. Since your employees are the driving force behind all you do, assisting them in expanding their knowledge and honing their professional abilities will benefit your company.
Your team will be more efficient if you provide well-designed training that suits the demands of your personnel. These additions will increase your company's profitability over time.
Individuals, teams, and departments can benefit from training programs that enable them to work together as a unified business. Employees who know how their job position contributes to the firm’s goals can differentiate between "my work" and "my company's success."
According to surveys, modern professionals want more than just a salary. Employers who offer flexibility, professional growth opportunities, and a feeling of purpose are most preferred by millennials. If they are not happy with their current position, they are likely to shift occupations.
Employers may incur costs as a result of employees' propensity to change jobs. According to a recent Gallup poll, the cost of replacing workers is at least half of their annual compensation. Because you can avoid turnover, businesses have a financial incentive to keep employees engaged and productive.
You should align corporate principles and strategies with high-quality training. Going above and above the essentials demonstrates that a company is prepared to make long-term investments in its employees. Employees receive the message that "you matter to us" when they participate in robust Learning.
Without a doubt, everyone has their view of what constitutes a "good training program." But the fact is that there is no one-size-fits-all plan for the optimum training program. Certain aspects are universal in all successful training programs, regardless of industry, workforce size, program aim, geography, or demography.
Relevance and Need - The experience and knowledge you provide your learners should be up-to-date, relevant, and related to their day-to-day tasks. It should help them broaden their skills and abilities, and it should be easy to comprehend so that they can learn quickly and put what they've learned into practice. It's also critical to determine who needs to be trained and what topics and skills should be taught. If you have dissatisfied customers, for example, your sales crew may require customer service training. However, if your organization is through a merger, you may need to provide Change Management training to your management.
Alignment - Everything you teach your staff must be in line with your company's objectives. Instead of asking your team what training they want or need, focus on the business outcomes and the talents required to attain them. Then you may select as a group what exact skill sets your employees to direct and what types of learning experiences they need. Goal-oriented - When designing training programs, make sure they are goal-oriented. The KPIs are chosen to give a comprehensive picture of the program's time, cost, effectiveness, quality, and quantity.
Manager Input - Increasing employee learning engagement requires the involvement of managers. According to a LinkedIn survey, 56% of employees would devote more time to their training if their boss directed or advised them to a specific program that they believe will directly improve their skills.
Workplace learning is developing to a point where adding entertaining, bite-sized, and relevant activities to training is becoming more common to enhance employee engagement. Ditching the typical trainer-style Learning or an online learning experience that resembles flipping through a PPT presentation will enable you to explore more creative options.
Follow-up training - Companies spend tens of thousands of dollars on staff training each year without knowing whether it is "effective." Following up on training with brief lessons or exercises to review new concepts learned and face-to-face feedback sessions can ensure concepts are understood and actively implemented.
An organization may design a training program for a variety of reasons and motives. The following are the most common training program goals:
The most common goal of training programs is to assist employees in their current positions while also preparing them for future ones. Topics span from job-specific information to soft skills such as leadership.
Career development can be viewed from two perspectives: that of the employee and that of the company. The company's primary purpose is to boost employee productivity to meet business objectives, usually accomplished by assuring "the perfect marriage between the job and the person." On the other hand, both professional and personal development are critical for employees.
While 'professional development' helps employees achieve their objectives, advance in their careers, and earn more money, 'personal development' improves work happiness and makes them feel appreciated as persons outside of work.
Not all firms are willing to invest as much in their employees' personal development as they are in their careers is a significant gap between professional and personal development. Personal development might involve training classes unrelated to the job at hand, such as investing in one's health and well-being or pursuing personal passions such as cooking. There is evidence that investing in employees' 'persons' helps to attract and retain them.
Companies frequently undervalue onboarding training programs for new workers. According to a recent survey, 22% of businesses do not have a structured onboarding program, with the remaining 49% believing they have a "fairly" successful approach.
New employees take longer to become productive because they are more agitated, anxious, and feel isolated from the rest of the team. It's also been shown that 33% of new employees will hunt for a new job within the first six months of starting, and 22% will change careers within the first 45 days.
A robust onboarding process helps manage most new hires' experience, lowers staff turnover costs, and boosts overall productivity. After three years, an employee who has gone through a well-structured onboarding process is 58 percent more likely to stay with the company.
Some firms hold company-wide training seminars to educate their entire workforce on relevant topics from time to time. Of course, the diversity of these programs depends on factors such as the company's geography or industry.
Employees are updated on legislation and procedures, and topics such as occupational health and safety, diversity, and workplace etiquette are discussed. Staff in the public sector, for example, are frequently required to complete occupational health and safety training, and some industry regulation mandates that both private and public organizations provide sexual harassment training to their employees.
Orientation - Orientation training starts as soon as a newly hired employee arrives at work and continues until they can work on their own. Its primary goal is to fasten the new employee induction process by making them feel more at ease and productive.
Compliance education - You can include compliance training in new hire onboarding and is required. It's usually a structured program that focuses on corporate regulations or guidelines, allowing employees and employers to avoid workplace challenges and legal disputes.
Such regulations and procedures are usually related to a particular industry segment. What employees should comply with and what type of training is required can also be influenced by location. Compliance training examples are anti-harassment and diversity training programs, company ethics, workplace safety, and data protection and privacy.
Instruction in hard skills - There's always space for development in your team, no matter how professional they are. Employee development is centered on hard skills since this type of training allows employees to enhance the talents they require in their jobs and grow as personnel. Employees must undergo continuous training to keep up with the latest advances.
Training in soft skills - Soft skill training cannot be ignored because the way your staff behaves is just as important as what they know. According to studies, employees can favorably boost the company's profitability and multiply ROI by developing soft skills.
Communication, decision-making, and problem-solving are examples of soft talents that relate to interpersonal relationships. They help employees interact with their coworkers and customers productively and pleasantly. They're vital for attracting new customers, boosting customer service, and forming a solid team.
Training on product knowledge - Product knowledge is the ability of your staff to properly gauge and speak with conviction with customers about your products and services, including their features, benefits, applications, and costs. You can also offer this training as part of a new hire's onboarding program. It is also beneficial for staff members who need to polish their knowledge of new features and releases.
Product knowledge training is a particular approach to boost your company's revenue and customer satisfaction KPIs.
Make sure the modes and channels you choose to deliver workplace training are engaging. Nothing irritating to an employee than being forced to do compliance training that is both 'required' and 'boring.'
Conventional Training - This may be the most widely used training method (which mimics the widely used teaching method in education institutions). On average, 42 percent of an organization's training hours are spent on this type of training. It entails a trainer physically instructing many employees in a 'classroom' setting, usually with a PowerPoint display.
Without question, there are advantages to this type of training, the most significant of which is the opportunity for personal interaction. It provides employees with the ability to ask trainers questions that may otherwise go unanswered in other forms. More importantly, it allows for developing relationships between the employee and the trainer and between the employees.
It does not, however, allow for practice or scalability, and it is frequently rather expensive. It necessitates the presence of an instructor at all times and may become challenging as more employees join –limiting human connection (which is this method's best asset). It can be demanding for a trainer to respond to the demands and speeds of each participant because they do not learn at the same rate.
In any event, if this is your chosen form of training, incorporate shorter sessions, breaks, and dedicated discussion and practice times to keep morale and energy up.
Interactive Training - By adding group and interactive activities, this method elevates standard classroom-style training to a whole new and entertaining level. Smaller group talks, role acting, case study studies, demonstrations, and even games are all part of this process. Because one-third of employees believe training is often uninspiring and discourages creative thinking, this strategy is recommended to boost overall engagement and develop much-needed soft skills.
Interactive training can be beneficial because it promotes knowledge transfer in all ways, allowing participants to learn and exchange information from one another while also keeping the energy levels up. Some people who are less extroverted, quieter, or introverted, on the other hand, may get lost in the shuffle. As a result, while planning activities, consider all types of trainee personas to ensure that everyone feels participates and that Learning is maximized.
Training on the job - On-the-job training skips all notions and theory and jumps right into practice. It allows employees to gain direct hands-on experience in their responsibilities, frequently starting on the first day. Because some employees despise hours of training lectures, this training style can help them remember more material and retain more knowledge.
Others, on the other hand, prefer to first grasp the concept before jumping into the practice. It is an excellent approach to figure out which employees would profit from this approach. Another approach to using this method without going all-in is having your employee shadow someone in a comparable function while at work.
eLearning - Online Learning is becoming increasingly popular, with more companies opting for this method of training. As a readily available professional development tool, 77 percent of organizations offer some level of online instruction. Newer learning technologies can help comprehend the behavior and learning path of every one of your employees participating in the program, making online training programs easier to scale. You can utilize interactive and adaptive components in your online training programs by using online learning systems like PlayAblo.
Employees are understandably preoccupied with their work, so this delivery approach allows them to learn at their own pace and in their own time. While online Learning may limit the personal relationships that a face-to-face training program can provide, it can bring up a whole new realm of possibilities, ranging from endless practice to blasting planets. You can use the face-to-face time to address misconceptions or weak points that real-time learner data have identified. Blended training is an alternative if you want to keep the trainer relationship. As the name implies, Blended training is a mix or combination of online training with traditional in-person training.
It's time to switch to online Learning if all of your classes are still instructor-led or if you're only interested in corporate training. Some of the benefits of eLearning have already been discussed. However, the most compelling argument for using it is that online Learning is simply more effective. Here's some proof for you:
Strategies for Successful Corporate Training - To create effective training programs, you must use tactics that will allow you to see proof of your employees' successful Learning. A few 'innovative' strategies to consider are listed below. Please keep in mind that every organization's demands are different, so think about the most suited options to your needs.
Learning that is active - The most difficult challenge for a Learning & Development staff is to participate in mandatory training programs. L&D staff does not enjoy reminding employees to complete mandated programs regularly. How far can you go? Consider using Active Learning to entice your employees to participate in training programs.
Active Learning, aka Pragmatism or Experientialism, focuses on real-world information applications, encouraging students to learn via experience rather than just notions.
A successful training program starts with a fundamental strategy that pushes employees to absorb concepts and put them into practice. However, it is critical to concentrate on topics instantly relevant and applicable to individuals in their day-to-day employment and prepare them for future positions.
It's critical to graduate from basic training concepts for departments that deal with sensitive information or where erroneous or uncalculated actions can have disastrous consequences. This can be thought of as "safety training" since it allows people to try out new behaviors in training without fear of repercussions or making career-limiting decisions; it will enable them to explore without fear of being judged and educates them in the process. A financial counselor dealing with millions of dollars, for example, would profit from practicing a few various economic situations and learning from their triumphs and mistakes. They'd also be more prepared to deal with a situation like this.
Essentially, it's about comprehending and experiencing how certain behaviors will manifest themselves when put into reality. You want to keep their self-esteem up, give them realistic experiences, and encourage them when the experiments don't go as planned. Simulating settings allows your staff to try out new ideas in a secure atmosphere. Active learning aids in retaining further information, allowing individuals to transfer new skills when they return to work successfully.
Assessment that has a specific goal in mind - Start by asking yourself a few questions, such as "what do people bring to the table," and "what are the gaps," if you're having trouble or want to make the most of the training programs you offer. Examine your current workforce's strengths and shortcomings, and determine whether or not they require the programs you already provide or those you may provide in the future. This technique will assist you in developing required courses.
The strategy you use should align with the company's goals and support the training process. When it comes to assessment, you'll want to think about how the results will be documented, as well as whether you have enough. Relevant data to make an "on-balance" assessment of the employee's performance at the end of the training program.
You may monitor the efficacy of your training programs and report ROI to executives by using learner analytics, which is available on many online learning systems. The importance of real-time data cannot be overstated. You may use that data to pinpoint where learners are succeeding and where they are struggling, allowing you to continually improve current material rather than guessing what works or beginning from scratch.
Learning that adapts - Companies are striving to automate and personalize their training programs in the age of technology by using more online learning training. Although technology will never be able to replace the personalization that a face-to-face environment provides, there are technologies available today that can help bridge that gap to some extent.
Digital guided active Learning (also known as adaptive and active Learning) allows training to be more "personalized," meaning your employees will only learn what is most relevant to them, at the pace and location they want.
Break employees into groups with similar needs when providing training that is appropriate for all employees. You should be able to grasp the context in which your workers work based on your groupings, and then you'll be able to deliver training that influences their day-to-day. Here are some examples of possible groupings:
The first step is to determine your general learning needs and expectations and your target audience's training goals. In this instance, it's good to ask a few questions that will serve as the foundation for a training needs analysis.
You can concentrate on the curriculum and course details once you've identified your big-picture goals and set objectives. Include your results in a corporate training plan that outlines your overall learning vision, goals, and requirements.
We also recommend that you check with your IT department to see what software you'll need to get started with eLearning (we'll go into choosing training tools later).
What to Look for When Choosing Online Corporate Training Software
To create, produce, and manage your online training, you'll need a new set of digital tools. Let's have a look at some of the essential applications that you'll need to get started.
Your platform for managing training is a learning management system (LMS). A learning management system is a well-organized system that will:
Manage and store courses; provide learners with content access; and assign, deliver, and track results.
Consider your learning management system (LMS) to be "mission control" for all of your company's training. A corporate LMS should allow you to edit courses quickly and efficiently and provide robust tracking and reporting capabilities.
Let's pretend you're using an LMS to keep track of your company's training. But what about the educational material? You'll also need an authoring tool if you intend to produce online courses in-house.
Authoring tools are usually sold as a bundle or "suite" of devices that may be used to generate a wide range of eLearning material, from simple courses to interactions, assessments, movies, and games. They can differ in terms of complexity and convenience of use, so make sure to try out the software before purchasing it.
You'll probably choose an authoring tool with a straightforward design and easy-to-use interface if you're new to online training.
Anyone, for example, may start creating e-courses right away using PlayAblo — no prior expertise required. You may also construct eLearning content with this authoring toolkit, including slide lectures, quizzes, video lessons, dialogue simulations, and interactions.
Here are a few suggestions on how to make your corporate training using PlayAblo LMS even more effective.
Add customized learning paths as a first step. - Baseline testing can be used to determine which abilities each new hire has mastered. You can "pass" a learner out of a training class if they can effectively demonstrate their knowledge. Instead of repeating what they already know, your staff will spend their training time learning new skills.
You may also mix and combine multiple content items in PlayAblo to create unique learning routes. You can incorporate many courses, quizzes, video tutorials, and other materials into a single compound course, choose the strict or flexible order of chapters, and establish the completion date and criteria for chapters and lessons.
Organize webinars - Are you prepared to turn your classroom into a virtual one? It's simple to arrange live training eventslive training events, invite learners, and measure their attendance using an LMS that allows you to hold webinars.
Google Meet web meetings are connected with the PlayAblo LMS. Webinars can be hosted right from your account on practically any internet-connected computer or tablet. You may share your PowerPoint presentations, video, and screen during a broadcast, as well as take polls and get immediate reaction from your staff.
Make learning certification available. - Personal success can be recognized through learning certification programs. They can also serve as a critical distinction in terms of job advancement. You can specify the parameters for any certification program using PlayAblo. The LMS will immediately issue a certificate in the learner's name after completing all program activities satisfactorily. You can even personalize a certificate with your company's logo and upload it to PlayAblo as a template.
Combine a variety of learning opportunities. - Today's students want more from their education than lectures and tests. Consider how you might use different material kinds to interest your learners while creating your curriculum maps. PlayAblo can be used to include aspects such as:
Gamification - For quite some time, the concept of "gamifying" Learning has been a widespread issue among instructional designers. Through involvement and interactions, a well-designed gamified learning experience pushes learners.
Your existing PowerPoint presentations may be turned into games with personalized questions and interactivity using the PlayAblo LMS.
Put your team's communication abilities to the test. - If you aim to train customer service and salespeople, this is very important. You may make realistic dialogue simulations using PlayAblo, including branching, assessments, real-life characters, and places.
Implementing an online learning method will necessitate some financial outlay. According to Brandon Hall Group research, LMS costs account for around 38% of the average learning technology budget. This equates to a $70,614 annual corporate LMS expenditure.
Providers of LMSs often charge in one of five ways:
LMS providers provide an almost limitless number of features and settings. A new LMS customer can typically save money by acquiring only the services they know they'll utilize in their first year and keeping a close eye on the size of their learning audience.
Have a plan (or at the very least a list of ideas) for how you'll introduce online Learning to your target audience. Determine which pricing plan makes the most financial sense for your company, then contact LMS providers to learn more about how their solutions may help you. Inquire of each service provider:
Millennials will account for more than 75% of the workforce by 2025. This digital audience has only experienced a world dominated by technology; they want simplicity, innovation, originality, and adaptability. Focusing on training programs that reflect all of these features will be more crucial than ever.
There is a strong trend toward workplace flexibility, not just in location but also in job assignment structure. Employees are becoming increasingly vocal in their demand for basic skill sets that can be transferred across departments and industries. Because these people have grown up in the digital age, and social interaction in a virtual setting is more nuanced, there will be an added necessity for '21st-century skill sets and a social-emotional learning component with the next generation of employees. These people haven't learned these skills, according to researchers.
Creating, distributing, and managing organizational knowledge does not come with a fixed timeline. Learning and development is a continuous process that covers the complete employee lifecycle. And with an LMS like PlayAblo in place, you can ensure a continual learning curve. PlayAblo's full-fledged learning management system delivers corporate training to your employees and allows you to manage all your content needs from a single online platform. It is handy while onboarding new employees and then equipping them with the required knowledge and skills -- essential for them to perform efficiently. PlayAblo can help put your training modules on auto mode and administer everything from a remote location.
Our final point to ponder over is that a training program that looks more towards the future than the past is the one that will succeed and the opne that will help L&D leadership forge meaninful partnerships with the business leadership and senior management.
Creating, distributing, and managing organizational knowledge does not come with a fixed timeline. Learning and development is a continuous process that covers the complete employee lifecycle. And with an LMS like PlayAblo in place, you can ensure a continual learning curve. PlayAblo’s full-fledged learning management system delivers corporate training to your employees and allows you to manage all your content needs from a single, online platform. It is handy while onboarding new employees and then equipping them with the required knowledge and skills -- essential for them to perform efficiently. PlayAblo can help put your training modules on auto mode and administer everything from a remote location.