How to adapt training to an ever faster world?

How to adapt training to an ever faster world?

The training  speed at which a market is entered or a new product is launched are very often determining factors for success or failure. Of course, you can’t just focus on speed without looking at the substance. In fact, quality, especially in corporate training , is the lifeblood for a company. Today, however, training is an increasingly sensitive issue for both companies and employees.

 The way of training employees is in fact closely related to the ability of a company to pursue its objectives. However, several data indicate that companies are struggling to offer training in line with their objectives and able to prepare them for rapid changes in the business world.

About 80% of training still takes place in a formal way , i.e. through training courses for employees. The limitations of this type of training are known: the courses are time-consuming and the generic content of the information makes them of little use to employees.

 In this article, we explore the new trends in business education , taking into consideration the report published by Brandon Hall in 2021 entitled ‘Personalized Learning at Scale: Building the Corporate Brain ‘. The report offers interesting data on the problems that many companies have in a context that is increasingly fast and in great transformation.

The report also argues that solving these problems may be leaving behind traditional training methods imparted through courses and conferences to make room for more informal learning, based on receiving advice when the employee needs it.

 The article is divided as follows:

 Why is it necessary to have efficient company training?

The current situation

The time has come to change the corporate formation

The limits of efficient company training

What can companies do to make the change happen?

Why is it necessary to have efficient company training?

Long story short, the answer to this question is that if people can access useful information while they work , they can learn and apply the knowledge they gain faster. Speed ​​is a critical component in a business and this knowledge has the power to get a product or service to market faster.

In today’s market, the speed at which you enter a new market or launch a new product or service can mean the difference between success and failure.

 Although these words may seem obvious, the data provided by various studies show that the reality of the facts is very different.

How to adapt training to an ever faster world?

 The current situation

Most companies face unprecedented changes and challenges due to the increasingly frequent integration of new technologies. This raises the awareness that it is necessary to re-qualify and update the workforce to meet market needs.

However, the economy is moving faster and faster and the workforce cannot keep up with these changes. As a research conducted by the Brandon Hall group shows, in fact, only 36% of companies believe they are able to train their employees on the skills needed for the future.

 But what is more surprising is that companies are in trouble when it comes to the strategic role that training has for business. On the one hand, three quarters of the companies surveyed say that top management believe that training is very important.

On the other hand, only 45% of companies believe that training is actually an integral part of the corporate culture. How is it possible that if training is considered essential for a business, less than half of companies declare that training is an integral part of the company culture? The reason for this contradiction lies in the apparent irreconcilability between business and training.

In fact, in most companies the training strategies are not in line with the business objectives and, consequently, many employees find that time spent on training is completely separate from work.

Even when the training is in line with theobjectives of the business , the generic content of the training courses makes them of little use because employees do not know how to put into practice the notions learned in their daily activities and consequently forget what they have learned in a short time.

 The solution? According to the Brandon Hall report, it could be a less formal type of training , capable of providing employees with the information they need when and where they need it.

 The time has come to change the corporate formation

The data also indicates that companies are ready for change. 82% say they are working to make learning more ‘personalized’ and less formal.

An interesting fact is that the request to change how training is done comes from all concerned. 70% of companies say that employees are asking for this change, while 64% say that the company itself wants it.

 The limits of efficient company training

What companies want to do, but find it difficult to implement, is to reorganize themselves in order to be able to offer training that is more flexible and adaptable to the real needs of employees. If employees don’t have access to the knowledge and information they need when and where they want,

they don’t feel a connection between what they do and what they learn. The absence of this connection is the main obstacle that prevents you from achieving the goals of a business. If training appears detached from the activities that employees carry out on a daily basis, they cannot be actively involved in pursuing company objectives.

 The study conducted by Brandon Hall shows that the main obstacle to aligning training with the daily activities of workers comes from the fact that managers, in most cases, do not know the training material provided to employees. This aspect is often ignored by the top management despite the fact that executives have a huge impact on the daily activities of workers and on the training of subordinates.

 The second problem is the lack of technologies to enable employees to learn on the job when they need it. Developing large-scale technologies to enable employees to access information as and when they want is neither easy nor cheap.

For many companies this represents an insurmountable obstacle that would create several problems. 48% of companies say that such a system would be too difficult to manage and maintain and 47% who do not have the knowledge to develop this system. Using an LMS like DynDevice https://www.dyndevice.com/it/ definitely takes these problems off the plate.

How to adapt training to an ever faster world?

 The third problem indicated by the study is more structural: 54% of companies, in fact, declare that a single training method for each employee is sufficient. Therefore, making learning more personalized and flexible to the needs of employees would not lead to major changes.

Also in this case, a complete LMS, which offers training in microlearning, elearning, blended and above all customized, such as DynDevice LMS, is the solution.

 What can companies do to make the change happen?

If companies want to empower employees to do their best for the business, they need to be able to help them learn better, more, and faster.

 The personalization of training is an increasingly popular trend and made possible by the diffusion of e-Learning. It has long been known that each person learns differently, and in a world where technologies allow it, it would be a mistake not to take this into account.

 Training managers should take into consideration the technological experiences of end consumers, increasingly focused on the personalization of the so-called ‘consumer experience’ and recent neuroscientific research in this regard to create more flexible, informal business training paths for a workforce of any dimension.

 Companies know they have to change: only 50%, in fact, believe that their approach to training is leading them to obtain the skills and requirements necessary to face the future.

 A company that wants to improve training by making it more personalized to the needs of employees in order to align company objectives with employee performance must ask itself a few questions before implementing changes.

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