Have you ever wondered how chatbots could help your corporate training? Chatbots are now so good sometimes it is hard to distinguish between robots and humans. Read on to learn more about how chatbots and conversational learning can develop awesome employees.
This post was first published on eLearning Industry.
Everyone talks about the importance of continuous learning for personal growth. What is continuous learning in the workplace, though? Simply put, it’s lifelong employee education that advances career development. Do your efforts to design lifelong training keep failing? Here’s how to fix that.
This post was first published on eLearning Industry.
According to Penna’s model of employee engagement, organizations can engage employees if they can provide them with a meaning or a purpose. The model is a pyramid-shaped hierarchy that starts with basic working conditions including pay, working hours and work environment, goes on to learning and development, then moves on to promotional opportunities and then on to leadership, trust and respect. If all these are fulfilled to the employees’ expectations, they find meaning in the job that they do, and that keeps them engaged.
However, it would seem like learning and development ranks too low in this hierarchy, and an efficiently designed eLearning program can actually be used to achieve everything short of efficient working conditions, as they are the responsibility of the stakeholders of the organization. In this article, we’ll discuss how an efficient eLearning program can achieve every engagement factor present in the Penna’s model of employee engagement, and thus keep the employees of an organization engaged.
Of course, learning opportunities in themselves can bring a lot of engagement to employees, particularly if they are interested in learning not only to rise through the ranks, but to fulfill their personal goal of learning as well. Because learning and development is an engagement factor in itself, the better the opportunities to learn at an organization, the more the employee engagement. There is currently no other learning and development methodology better than eLearning, and thus if and when an organization implements effective eLearning into its organization, it has already fulfilled one of the initial engagement factors and can move upwards in the hierarchy!
Every organization has promotion opportunities. However, the higher-ups want that if they lift an employee through the ranks, the employee should be skilled enough to justify that promotion. eLearning presents a wonderful opportunity for employees to get themselves promoted, by learning skills that are relevant to the higher position they’re looking for. Doing this benefits the organization as well, as they can upskill their employees and fill up positions by promoting them, instead of having to hire someone from the outside, which would likely cost more. Thus eLearning can also help fulfill the engagement factor that comes from promotion opportunities, as the employees will soon understand that the faster and better they learn, the higher they can climb the organization’s ladder.
Leadership, trust and respect are all important factors for an employee to be engaged. Employees need to be guided by a leader in order to work efficiently; a leader who knows that while the employees are resources to be used in an efficient manner, they are human beings, and need to be connected with. But in order for leaders of an organization to build leadership over employees and to gain their trust and respect, they require tremendous soft skills like communication, motivation, delegation, positivity, trustworthiness, creativity and feedback to name an important few. These can be developed using eLearning, which would then allow leaders to guide employees better and to gain their trust and respect, and thus keep them engaged. In general, an eLearning program with the latest technology available to learners for their benefit itself says a lot about how much the organization cares about its employees, which builds trust and respect itself.
When all these engagement factors are fulfilled, an employee finds meaning in the job they do, they are kept engaged, and consequently stay in an organization for a long time. Thus, eLearning is able to fulfill all the engagement factors found on the Penna’s model of employee engagement, which is a scientific method of bringing engagement in an organization. As the model is built around developing a culture in the organization where employees feel valued, fulfilled and appreciated, eLearning can also be targeted to help employees feel that way at their job, aiming directly at the top of the engagement hierarchy. Learning and development experts at an organization thus, should always be on the lookout for learning science theories and models they can use in their eLearning courses to keep employees as productive and happy as possible. There is a lot of untapped potential in these theories that only a select few are able to harness.
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You want to keep your employees in-the-know…without spending countless hours and resources revising your course content. In this article, I highlight 8 top corporate training tools that require minimal upkeep.
This post was first published on eLearning Industry.
The cost of employee turnover can be mitigated by effective training. Discover tips to retain new hires after onboarding.
This post was first published on eLearning Industry.
When you’re in charge of your office LMS, the cost is easily your biggest problem. How can you set the right budget, not just for purchase, but also for implementation?
This post was first published on eLearning Industry.
Compliance training is a powerful tool for lowering the cost of doing business. Steer clear of costly lawsuits, regulatory fines, and the expense of inefficiency.
This post was first published on eLearning Industry.
When developing a training strategy, it is important to consider how you will design the training. Simulation training is often a great choice as it simulates activities employees perform in the workplace. In this article, I share 8 reasons why you should use this learning approach compared to other methods.
This post was first published on eLearning Industry.
Behavioral change is the ultimate goal of corporate training. Behavioral science can give you keen insights to help you achieve that goal.
This post was first published on eLearning Industry.
Augmented and virtual reality already has built itself a niche in the entertainment and gaming industry, and now we’re seeing increased application in the corporate training industry. The augmented and virtual reality market was valued at around USD 26.7 billion in 2018 and is expected to reach approximately USD 814.7 billion by 2025, which means that we should see AR and VR becoming mainstream in a year or two. But what does it mean for corporate organizations should they choose to invest in AR/VR for the better development of their employees? Let us have a look.
Imagine that you have to train technicians to repair an expensive piece of equipment. Of course, you could bombard said technicians with the latest digital learning approaches that allow to them to understand how to repair that piece of equipment in theory. However, you’ll never be able to provide them the same knowledge as they would glean from actually trying to repair said piece of equipment. But since it is an expensive piece of equipment, you cannot just let anyone, let alone an inexperienced technician try their hand at repairing it. This is where AR/VR jumps in. Using VR you can provide the technician with a virtual model of the expensive machine, and allow them to carry out repairs in a virtual space, where there mistakes have no real-life consequences. This is just one of the applications of AR/VR in the field of learning and development/employee training. Let us discuss some more in this article.
Well, the best way to train your employees to do their job efficiently would be on the job, with the leeway to try different approaches at doing a task, making mistakes, and learning through them. However, since organizations don’t have that kind of time, and because employees tend to make mistakes that could be costly and damaging, the next best thing is to create real world simulations of your workspace, and then allowing your employees to carry out tasks in them via AR/VR. This will provide an immersive learning environment where employees are free to do anything they could in real life, and learn from their experiences, whether good or bad.
Case studies help employees learn from the experiences of other people who’ve had great successes or huge failures in the past. Imagine if your employees could put themselves into one of your case studies, and learn firsthand what a person (most likely the person responsible for the great success of failure) felt in that case. This can be achieved by creating immersive case studies which can be accessed by employees using AR/VR headsets allowing to actually “live” through a case study. Immersing employees into a case study enhances their emotional connection to a case, which enhances learning by a great margin.
One of the most popular applications of AR/VR in employee development training has been 3D learning models. While images, videos and interactive demos only help employees have a detailed look at charts, diagrams, products, components etc., AR/VR allows employees to actually touch them, manipulate them, have a look at them from all angles as well as interact with them to learn more about them using hot-spots. This can allow employees to familiarize themselves with a product their organization sells, a component used in their product, machinery or any such thing which holds importance in their training. Proper utilization really depends upon the learning designer.
Practical knowledge always has and always will trump theoretical knowledge. Because AR/VR are tools which allow for the development and application of practical knowledge in a dynamic virtual environment, the value they could provide to corporate organizations in terms of employee training are tremendous. The above mentioned applications are those that have already been tried by a number of organizations and have been shown to be successful. But once organizations start working individually on ways AR/VR can help their employees, the sky is the limit. Because AR/VR hasn’t gone mainstream yet, and thus, is costly for the time being, it can cause a number of organizations to hesitate before investing in it, however, for those who are willing to take a gamble on it, and use it efficiently, the returns are tremendous. Corporate organizations would be wise to at least give it a thought.
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