Is It Time To Modernize Workplace Learning?
“The only thing worse than training your employees and having them leave is not training them at all.” -Henry Ford
In the wake of mass resignations, should we stop providing workplace learning resources? Or does this crisis mean it’s finally time for L&D programs that engage teams in order make sure organizations survive.?
The Great Learning Opportunity
When Anthony Klotz [1], who is credited with coining the term “great resignation” believes that it’s a moment of empowerment for employees. Leaders are pursuing flexibility and asking how they can give people more power over their schedules; he expects work to fit around our personal lives rather than vice versa– shouldn’t we be looking out after this?
There are many teachers out there who put their lives on hold to make sure that these students can reach their full potential. It is inspiring and courageous what they do every day, even if it means going into classrooms without any staff members or resources available for learning!
The way we learn changes with our environment. We need to be creative and flexible in order for us as people, not just students or workers at an office job – every household becomes a classroom without much support from those around them who might want nothing more than their own well-being furthered ahead of everyone else’s needs taking priority over
This means that business leaders must adapt their practices and be creative in order to keep essential learning going. The L&D function is all too keenly aware of the need for exploring multiple channels so as it can reimagine workplace training with new work world needs, such as remote or blended learning situations
Learning Must Take The Lead
The future of learning is now at hand. It’s time to revamp how we do things, and what better person than Pamela Stroko [4] Oracle’s Chief Learning Officer? Her estimation that “learning will play a larger part in overall organizational strategy” couldn’t be anymore true; before starting any renovations or transformations make sure you have your answers ready!
How have your business priorities changed and are likely to change?
What do you need to do to stay nimble? How can you slash the response time and keep the team ready for a quick pivot?
Where are the gaps in skill? Who needs to learn what first? Who needs cross-training?
How can you ensure valuable practical skills do not disappear with a departing employee?
How well do you know your team? Are you aware of their sensitivities and preferences? What is the best approach to engage them?
How can you make learning available where and when a team member needs it?
How will you measure the impact of your new approach to learning?
Starting The Transformation
When companies understand their goals and how learning can help them achieve those objectives, it’s time to start the process of transformation. For most organizations modernizing existing educational assets into virtual platforms will do just fine as they change old ways with new technology; however there is more than one way – we at Upside e-Learning development services have seen this firsthand in our work leading many such initiatives for clients over recent years!
ILT to VILT
VILT is not about simply digitizing ILT content. You need to study the subject matter, learning and performance ecosystem, expected performance outcome, and how well you can match the learning with the learners’ profile. You also need to revisit the purpose of the learning, redesign the media, and repurpose content for a modern, digitalized learning experience.
Flash to HTML5
With Adobe’s Flash vanishing from all devices, there is the danger of organizations losing valuable learning created in Flash. You need to identify learning material that must be retained, analyze the changed training needs, and use proven processes to complete the conversion.
Customized learning
This involves combining various learning modalities to suit the training need. The outcome must be instructionally sound, rooted in the organization’s business needs, and enriched by the apt visual style, media treatment, and screen composition. It must facilitate meaningful, contextualized interactions.
Microlearning
Each microlearning unit can impact business. Each can have a unique Instructional Design and a different form—video, infographic, game, audio byte, and so on. Depending on the required outcome, the microlearning nuggets may be strung together into a customized learning path or used as incremental plug-and-play pieces.
Gamification
Game-based learning can help design immersive experiences, aid long-term habit building, bring about behavioral changes, and encourage exploratory learning. All this without losing sight of the organizational goal of learning. Game-based solutions can be best used for values training, inculcating a deeper understanding of the corporate code of conduct, and refreshing awareness of workplace compliance regulations.
Transformation campaigns
When disruption defines the new normal, new systems or processes and restructuring initiatives are simply the norm. The challenge is to get the team enthused about the new processes and make them receptive to the changes in the workflow. An internal marketing approach is needed to build traction, provide continuous support, and design ample testing environments to help the team internalize different aspects of the change.
Performance support
It is important to deploy advanced technology and out-of-the-box design thinking to tailor performance support. Members of key teams must get the right solution when they want it and where they want to apply it. Depending on the need, the solutions must deliver new information, expanded knowledge, application know-how, or a better approach to solving a problem.
Applicable Learning First, Technology Next
The Boogeyman of the modern workplace is back, but this time he’s not scary at all. In fact you’ll be surprised by how much your company has changed since last year when things were really picking up steam in terms on digitalization and pandemics alike! All thanks to one little virus that just made everything happen faster than expected—and without anyone getting hurt too badly besides maybe their own employees who are now even more qualified because let’s face it: life comes first sometimes right?
When companies face a pandemic, it is important for them to have strong long-term L&D orientation. The reason why this is so crucial in handling the pressures of short term work situations and adapting quickly with new ways that may come about as well due digitalization or modernizations capabilities which gives an organization’s learning base something called “the strength” making sure they are more flexible than before
With Jack Welch’s words, “An organization’s ability to learn and translate that learning into action rapidly is the ultimate competitive advantage.” Having a modern approach towards technology or learner preferences are key in today’s world.
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This year the Great Resignation is expected to ease, but it’s hard not knowing which new business crisis will arrive next. Can digitalized modern learning help businesses cope with possible disruptions?
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