In this article, we consider the hypothesis that the onslaught of the COVID-19 pandemic may result in a changing organizational training model for the long-term business need.
This post was first published on eLearning Industry.
In this article, we consider the hypothesis that the onslaught of the COVID-19 pandemic may result in a changing organizational training model for the long-term business need.
This post was first published on eLearning Industry.
Who is an "eLearning champion"? How did training evolve to assume a front end, powerful, pervasive, and impactful function in the corporate world today? How much training is eLearning today? How does eLearning fit into the overall training strategy? This article answers these questions and more.
This post was first published on eLearning Industry.
Field-based team members can sometimes feel like second-class employees because they’re often left out of in-house activities, such as training classes or workshops that can help them broaden their skill set. Is there any way to incorporate and train them where they are, making your organization more cohesive?
This post was first published on eLearning Industry.
Unarguably, one of the steps in delivering effective training to your employees is to first identify their learning goals. After that, you'll need to analyze their needs and then develop learning activities that suit exactly what they are expecting.
This post was first published on eLearning Industry.
All job functions will face challenges as things return to normal globally; some will focus on recovering costs while others will think about their employees’ safety.
This post was first published on eLearning Industry.
Every year, significant investments are made on workforce development programs. However, assessing their impact on business is a tough mandate. This article showcases strategies and tips that can help you maximize their impact.
Background
Workforce development programs are essential in enhancing employee performance and, more significantly, driving business results.
A majority of the trainings get delivered as planned and are normally tracked for registrations, completions, timely completions, and assessment scores. However, not much data is available on the impact of these trainings on business – and if they were able to demonstrate a clear gain that was sought.
To meet the mandate that the business seeks, you need to evaluate the effectiveness of workforce development programs not just through the basic L&D Metrics but by measuring their anticipated impact on business through Business Metrics. Then, the focus should shift (from measuring the impact) to how this impact can be maximized. This is a tough mandate to do justice to; there is a need for resources at several levels, over an extended period of time. Often, the data collation is hampered by the existing technology or there may not be adequate resources who can analyze the data and generate actionable insights for the business.
In spite of these challenges and intrinsic complexity, organizations can create frameworks to measure the business impact of workforce development programs and then identify how to sustain this momentum and maximize the impact.
Here are 5 strategies along with several tips that will help you measure the business impact of your workforce development programs and, more significantly, maximize the impact!
During the Training Needs Analysis (TNA), L&D teams concentrate on the learning objectives and what strategy would enable them to achieve these objectives. Post the training, there are set parameters to measure its effectiveness (through the L&D Metrics).
TIPS: It is vital to ascertain the gain the business is seeking. At that point, you can take a gander at the effect of workforce development programs through the joined focal point of the L&D Metrics and, all the more essentially, the Business Metrics. In addition, you need to identify the Evaluation Model that will help you measure both.
Recognizing the Evaluation Model is imperative for workforce development. This helps gain clarity on what is being measured, how will it be measured, and how will the evaluation outcome be processed.
TIPS: The success also rests on understanding how to customize the Evaluation Model to diverse aspects:
Furthermore, the evaluation should not be limited to summative assessments. You should also evaluate how the workforce development programs help learners apply the acquired learning on the job. Then, ascertain how the workforce development programs impacted the key on-the-job indicators.
To ensure the workforce development programs create the requisite impact, many enablers need to be in action. Rather than focusing on discrete trainings, you should use a holistic Learning and Performance Ecosystem approach that has several components – that touch the learners at different points of their learning journey. This enables you to sustain and maximize the business impact of your workforce development programs.
In an Ecosystem-based approach, besides the Formal training, you can add measures to:
You must add avenues for Social or Collaborative Learning, and don’t forget to add nudges for Self-Directed Learning.
TIPS: Leverage the 4 prime enablers of the Learning and Performance Ecosystem
Post the training delivery and completion by the learners, determine its impact on the business. Use the Evaluation Model for the Business Metrics and collate and analyze the data on the impact.
TIPS: It is important to showcase this value to the business and based on the analysis, you can reconfigure or tweak the approach. Alternatively, based on the value or gain that the business is seeking, you could look at appending required components into the learning journey.
Once you start seeing the impact of the workforce development programs, start investing in measures that will help you sustain this momentum and maximize the impact.
TIPS: Here are a couple of techniques that would help:
As mentioned in the beginning of this article, the task of measuring and sustaining the impact of workforce development programs is tough and there is no single approach that can help you achieve this. Hope these insights and strategies provide practical cues that you can use to maximize the business impact of your workforce development programs.
The post Strategies to Maximize and Measure the Impact of Training Programs appeared first on eLearning.
Can you really use mobile learning for different skills training? Well, why not! Explore three examples of skills training that can be leveraged using mobile learning.
This post was first published on eLearning Industry.
Inno-Versity has not only done serious research into the learning science behind the effectiveness of microlearning, but it has also helped map, create, deliver, and market microlearning assets to corporations, nonprofits and higher education around the globe. The following interviews were conducted with some of the deep thinkers and practical experts at Inno-Versity who are engaged with microlearning daily.
This post was first published on eLearning Industry.
Product training is very important for sales representatives to communicate the product features and benefits effectively to the customers. In this article, we will discuss some tried and tested tips that will help you make product training sessions engaging for your sales team.
This post was first published on eLearning Industry.
Understanding the growing needs of your remote workforce goes a long way in redefining your employee training strategy in the post-COVID world.
This post was first published on eLearning Industry.