The effectiveness of most training is measured in improved performance. But in these times of great disruption, how do you ensure that your key assets, your employees, not only continue to work effectively but also work better?
The answer lies in flexible, agile learning that makes intelligent use of digital technology to build a sustainable learning environment to get the best out of people.
Over the course of the pandemic, the focus has been on what we can’t do. In terms of business operations that has meant closing offices and switching to remote working. In terms of upskilling, this has meant the end of instructor-led, classroom-based programs and no more training away-days.
As restrictions ease, there’s a temptation to expect that work will return to the way it was pre-crisis. But that view ignores the fact that the nature of work was already changing. In many ways, the pandemic can be seen as fast-forwarding us to the future of work. That future entails a greater reliance on technology to automate and digitize processes and facilitate working at a distance. It’s tempting to say we can go back to normal, but the reality is that that normal was changing already and there’s no going back to the way we used to work.
Regardless of the difficult external environment you still need to onboard new people, make sure you’re operating compliantly, ensure career development, and up-and re-skill your people to meet business challenges. For that, you need to keep training.
Yet if the nature of work is changing, training people to do that work needs to change too. That means changing what we train and how we train it. Fortunately, we already have the tools to transform learning.
Intelligent use of technology can deliver efficiencies in reach and performance. Digitization of learning opens up access and allows us to connect with remote workers. This kind of approach can also tackle long-standing issues with training such as lack of knowledge retention, failure to capture knowledge, and the absence of performance support. Digital training and e-learning bring learning into the workflow and help overcome the dichotomy that separates training and work.
Some obstacles to performance are long-standing and others are newer. Both present significant challenges to L&D. A review of some of the commonest obstacles to better working reveals how by taking advantage of new technology and digitization of learning resources we can find ways to overcome them.
With digital training managed by an LMS you can collect proper data on who’s accessed training assets, where and when, and how often. This information can inform your planning and provide the basis for adapting training, filling gaps, and providing additional learning assets. An LMS can also be used to monitor, evaluate, and drive performance through setting clear development pathways and goals for individual employees and using a system of automatic notifications and alerts to trigger performance reviews and learning interventions.
A switch to digital training can make sure there’s both learning and development fit for modern businesses. Digital training managed through an LMS enables you to track and measure performance creating a feedback loop that gives you the data to identify and plug skills gaps.
It offers 24/7 access and promotes the levels of accessibility a diverse, culturally mixed, and dispersed workforce requires. It is a holistic and blended approach, suitable for all levels and learning preferences that supports and sustains learning and performance. Digital learning can help build a culture of learning that mitigates training gaps and inefficiencies and addresses deficiencies in knowledge retention and capture. It’s a strategy to enable us to work smarter and better, now and in the future.
Get in touch to find out how Learning Pool can help you with this process.
Arlene has worked in the learning industry since 2007 and joined Learning Pool as a Learning Designer in 2012. In her time she has worked with a range of public and private sector organisations.
In her Senior LD and Team Leader role, Arlene focuses on building close relationships between her team and their customers, to ensure we truly understand our learner audiences and what will get their attention and build their understanding in a solution.
Arlene is a busy working mum, when she can grab some ‘me’ time she loves travelling and unwinding with a good book and the odd glass of wine (all at the same time)!
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