Tag: L&D

08 Sep 2023
L&D
Blogpost, eLearning creativ technologies 0 comment

What is the need for an L&D partner?

L&D staff needs an enhancement in every company due to the workload pressure. Although a company might have an internal L&D department, problems arise when there are many projects.

There can be a requirement for an external training partner who knows where the skill gaps of a company are.

These are the reasons why an external L&D partner is needed:  

  • Conducts a skills assessment:

An L&D company knows the difference between how a company is performing and how it is supposed to. It knows how to conduct a needs assessment to detect skill gaps. It can ensure that simulations are handed over to employees, through which real skills can be evaluated. If they are lacking, it’s time to implement a training program.

Tests for assessment

There can be quizzes handed over to employees to check their real skills. There are many red flags for a company that its employees suffer from skill gaps when it has trouble meeting its desired ROI. The company also might have adopted a new technology, and employees might face trouble using it.

A company can use a Likert scale and rate skills from 1 to 5 depending on their importance. Then, evaluate the employees based on their skills. These skills gap can be higher for freshers who have just joined the company.

In that case, an L&D program is not the complete solution; shadowing is the answer, where the novices follow the expert people on the job. Also, every job profile has some skills that are more important than others, and the training should focus on closing the pivotal skill gaps first. For example, in the case of a telesales executive who sells products to customers daily, knowing negotiation skills is much more important than being an expert at Excel.

He can just know how to store data in Excel, but it’s a waste of time when he can’t make customers buy at certain prices.

Hence, for every employee, skills must be rated for criticality, i.e., which skills are more necessary than others. This is the last stage of a skills assessment process. After this process, the company can begin training for skills deemed a prerequisite for job performance and hire an L&D partner if needed.

  • Cheaper to use external resources:

The L&D team of a company needs to be supplied with expensive software licenses. But this is not the problem with an external L&D team, which gets its own software licenses, reducing the costs for a company. 

  • Access to the best resources:

When an L&D partner is hired, a lot of problems are solved for the company. It’s able to come up with the best output required for training. It gets access to the best training partners in terms of instructional designers.

Furthermore, it has content developers like subject-matter experts who know the topics in detail. Even if such an L&D partner does not have the best people on board currently, it can suggest the most productive resources to a company based on its connections. Especially in the case of technical skill gaps, where finding a subject-matter expert and instructional designers is not so easy.

When a Company has access to an experienced L&D partner, it hires the skilled resources swiftly and saves time. It also hires L&D staff who know the latest eLearning processes and authoring tools. It also knows the technology a certain industry needs to create its eLearning content. 

L&D Partners often help companies fulfil their training needs without hiring resources for a long time. 

  • Diversification of resources:

Such external L&D partners also help companies hire resources from other countries, which also helps an organization create resources for local training. It may have trouble finding the right resource for creating training materials for employees of a certain region. But with an L&D partner, all its localization needs are solved.

This freedom to choose resources from anywhere ensures the company can work with resources with complete credibility. It can allow remote work to them, and it’s the headache of the L&D Partner to manage them and get the work done seamlessly. A company can also save costs by opting for resources from cheaper regions than its own. 

Sometimes, better resources also exist for a company outside its own country; hence, hiring an L&D partner is necessary to find them. 

Conclusion

When a company opts for an external L&D partner, it maximizes its productivity with internal and external resources. The company benefits from cooperation between its resources and the L&D partner. It can also give feedback to the L&D partner so that its staff performs to the best of its abilities and any performance gaps are removed on time.

However, a major problem can arise when the in-house L&D refuses to collaborate with an external partner. This can be more troublesome when both kinds of resources work in different time zones, and cooperation is required. So, the company should convince the internal staff to be at their best level with an external partner.

27 Jul 2023
L&D
Blogpost, eLearning creativ technologies 0 comment

How can AI help L&D in a company?

Artificial intelligence can be used in many beneficial ways to leverage the power of L&D. In the following ways it can be useful to create better solutions for learners.

  • Easy search results:

Content tagging is useful for learners because it helps differentiate the content. AI can tag the content as per the keywords contained in it. So, when a user enters a particular keyword in the search bar of the LMS, he can get the desired results. All this is possible through AI which analyses the content carefully and checks what keywords can be used to describe it. This is the keyword extraction strategy used for content segregation.

AI can also segregate the content as per the named entity recognition method. This involves assigning tags to the content as per the names and the places which are a part of it. So, when the user wants to get more information about a certain entity, he can use AI to do it. Apart from the above two methods, AI can also use the images and the videos contained in the content to tag it. It can use the title of the image to know what the content is all about.

Since the learners can easily access the content through the use of AI in the LMS, it reduces the workload of the admin. Apart from that, since the searches are made quite easy through the use of AI in the LMS, there is greater scope for just-in-time learning because the learners can easily get information. With AI-based algorithms working to deliver the search results to them, they learn immediately leading to better outcomes for the company. They don’t have to scroll through the entire content trying to find the relevant results.

  • Fair performance review:

Artificial intelligence is also useful when it comes to evaluating skill gaps. The AI can also be used to check whether there are any skill gaps in any employee’s performance so that proper training programs can be created to help them in time.

Without AI, organizations have to spend a lot of time creating the proper employee evaluation forms and using them to get relevant data. Then it again expends hours to go through that data. AI, on the other hand, creates forecasts of employee performance based on the current performance data and how will the employee perform in the future. But AI can ensure that the performance reviews don’t have any element of partiality in them.

Managers may give a positive opinion about someone based on favoritism. Therefore, there is no bias in the AI-based performance reviews.

When such gaps are analyzed, it becomes easier for a company to design proper training programs for its employees.

Managers can have a prejudice against an employee apart from that it’s not possible for them to conduct performance reviews for so many employees, it’s exhausting for them. It’s also tough for them to fill out forms about the performance of so many employees because they don’t have such knowledge. They can’t analyze the performance-based data of so many employees.

But with AI, it’s easy for such forms to be accessed by everyone who is in touch with an employee. When the employee’s performance data has been collected from different sources, there is less scope for wrong data getting collected. Therefore, when data is collected through AI, true feedback about an employee’s performance is received.

When the future performance of the employee is predicted through AI, it can give the management an accurate idea about his performance gaps and what to do about them. They can also set realistic training goals through L&D for him.

  • Easier learning in L&D:

AI can be used to provide better search results for learners based on their usage in L&D.

This technology can also be used to help those learners who have hearing impairments. It can create subtitles for them so that they have an ease of understanding the content. When AI is used in the LMS, it leads to better experiences for the learners.

The standard operating procedures can quickly be created with AI-based algorithms so that users can quickly consult them and solve their work-related problems.

AI is also useful for getting better tracking data from the LMS, implying that the company can take better decisions about its use. It can also get insights into how well the users are responding to the eLearning content. AI can be helpful in creating content in the appropriate format for learners. Suppose the learners want to see simulations of a theoretical chapter, it’s possible with AI. This ensures that the learners are able to understand the tough concepts quite easily.

When the LMS admins in L&D, don’t have time to check the assignments given by students, AI can do the same tasks quite expediently and efficiently. This makes sure that the admin and the instructors are relieved to do other work.

25 Apr 2023
L&D increases digital fluency
Blogpost, eLearning creativ technologies 0 comment

How can L&D contribute to Digital Fluency?

Automaton is here to stay, and there is no denying it. Companies have to focus on how to reskill their workforce in the wake of this change. One of the ways to do so is to make them digitally literate so that they can operate the machines run by software. Hence, Digital literacy is an important skill needed in today’s times. When an employee knows how to handle all the software in the company, he does not have to be trained.

Digital literacy has expanded these days. Earlier, it only meant the ability to use computers. But now it also includes the caliber to operate smartphones and the various apps installed in them. If someone can’t operate the mobile phone apps, he loses access to many things. For example, someone unfamiliar with a PDF document might have trouble opening it on a smartphone. So, his means of communication is cut because he can’t decipher the document. Apart from smartphones, IoT devices also require digital literacy to operate.

Digital fluency has superseded digital literacy

Digital literacy ensures that he can easily use different technologies. But digital literacy is not enough now. The employees can’t be taught every software extensively as new technological developments happen with time. They must ensure that they adapt to the nuances of any new software. This is known as Digital Fluency.

Over some time, the employees must be able to understand new technologies through internal training(L&D). Therefore, adaptability to technology is the need of the hour.

How to build digital fluency?

Innovation is also another important quality that is required nowadays. The focus of the company should encourage employees to come up with innovative ideas often. In fact, L&D programs should teach employees how to give the best solutions to companies and not do everything the way it has been done before. Without being creative, employees can’t get ahead in their careers.

Companies’ use of Saas platforms to have productive operations has increased substantially, and hence digital literacy can’t be ignored. The employees can only move from one software to other if they are digitally literate to some extent.

Digital fluency can’t be expected without digital literacy. To build digital fluency, organizations must try to make their employees digitally literate. Therefore, Digital literacy can make or break it for companies these days. If the employees are not trained in using any software, it can be a hindrance.The reason for digital literacy among employees could be the dearth of such education in formative years. Hence a company needs to focus on training such employees.

Also, another reason could be that the employees didn’t have any employment previously and are freshers. Hence this is also a reason why a company needs to train such employees digitally.The lack of digital literacy is also common among older employees.

Need for digital fluency

An employee can only be digitally fluent once he knows how to be agile. He can be agile once he knows how to analyze things. With good critical thinking, he does not have to worry about a company implementing new technology. After the pandemic, employees have to adjust to new roles; when employees are not agile, they can’t be shifted to these roles. The pandemic is just the beginning; employees must become resilient to changes in their job duties.

Employees are now being trained and shifted by companies to roles that are not the same as their current ones. This is only possible when employees have decision-making capabilities.

Hence if an organization does not want to face the negative consequences of digital illiteracy, like lost business and wasted man-hours, it must digitally train employees through L&D.

Moreover, having digital literacy is quite useful in online learning because it helps the learners to explore the e-learning documents quite carefully. They can ensure that all the facts in e-learning are correct before learning anything. He can use search engines to verify the facts stated in any elearning document.

How can e-learning foster digital literacy?

Learners who are taught how to use software through e-learning fill their digital literacy gaps.

 Apart from that, digitally literate learners can benefit others by sharing their knowledge and vice-versa when discussion forums require them to answer questions requiring further investigation into the workings of the software.

Elearning also helps in supporting digital literacy. Learners who complete eLearning assessments can also gain a lot, especially in drag-and-drop quizzes. Sometimes, learners also have to go online to gain the knowledge to complete the assignments. This also helps them in building their computing skills. For example, they learn how to bookmark websites for further reference.

When the eLearning resources are not enough, they browse through the internet to acquire more information and, in the process, become digitally proficient. 

  • Through assignments:

Online learning(L&D) can benefit learners when they are asked to prepare a PowerPoint presentation or create a blog from all they have learned. This helps them strengthen their knowledge about such software and also helps them in better retention of newly gained knowledge. 

  • Through webinars:

You can also ask the learners to present their knowledge through a webinar. For the presentation, they may need to post on social media accounts. Hence, they start understanding the importance of hashtags.

When hosting a webinar, the learners also comprehend how to use the video conferencing tools and set up a meeting through them. Learners also browse through video channels to find the best information for a webinar. 

15 Feb 2023
L&D role in 2023
Blogpost, eLearning creativ technologies 0 comment

How can the L&D department justify its role in 2023? 

Learning and development is a keenly observed department now. The focus is not just on investing in this domain, but on getting the best returns out of it. The employees need to get some benefit out of the L&D initiatives of the company.

It can’t be denied that L&D has assumed renewed importance for companies because of the ongoing recession.

The last thing that the companies want to do is to hire new talents.

Hence, they aim to train the existing employees who need newer skills to handle their jobs with increased responsibilities.

The employees should be able to change for the new jobs they are supposed to handle.

The following are the ways in which the L&D roles have changed:

  • Reduce new hiring:

A business must uncover many things before launching an elearning program. Firstly, it needs to know whether the company can reduce the demand for external hiring with elearning. It’s because if it can, through training, it can mean a lot of cost-saving. Training is also needed when employees quit their jobs because they don’t understand them. 

The L&D can make an immense difference to solve the real problems of the business. It can hire the right people for the job to actually design the content needed to perform the jobs in the company. If that’s not done, then the company can’t transfer people from one department to another, i.e., reskilling can’t happen. The L&D department in the company can work hard to ensure that the stakeholders are listened to for better output.

  • Solve the learning needs rather than goals:

The L&D department has to ensure that it holds discussions with stakeholders to know what they require from training. For example, if the employees have some problems in their work and cannot sleep at night, then the L&D department can learn that training can solve such critical issues.

These stakeholders are the employees who know what they need to learn, which coincides with business goals, so after talking to them, the learning department clearly knows the priorities. The times are difficult for the learning department because the ROI for it can’t be specified, and any lackluster attitude can mean cutting the funds. Employees might not exactly get a salary hike after training, but their growth possibilities increase.

  • Act as a mediator between business and elearning:

The elearning department can indeed help businesses save money by figuring out what are the business needs. It must have a complete idea of the current market and political scenario and how the business can flourish by learning.

The leaders of this department need to find a middle way to efficiently handle the business’s requirements versus the capabilities of the elearning employees. For example, if they find out that DIY learning is helpful in some scenarios rather than new content creation, it’s better to use the former.

But if more detailed learning material is required in some cases, then it’s best to advocate that to the company, even though a higher budget might be needed. This way, the company does not spend much time and resources and still gets the best outcomes from learning.

How to prove the KPI from elearning?

When the companies don’t have many resources to hire, the L&D department can come to the rescue by training existing employees for new jobs. Elearning can help companies make employees understand why a certain set of rules is to be followed by them. If employees are not using elearning, it has not been designed correctly. The employees should understand the context behind compliance training as to why it was introduced in the first place.

And what will be the consequences of not following the rules? Hence, elearning needs to be designed in an entertaining manner where simulations explain what can happen if rules are not obeyed. It can’t be theoretical learning where employees cram up content and pass quizzes. They will fail in the practical application of such rules. The L&D department needs to focus on real problems facing a company, like how can a hazardous situation be avoided through elearning.

For example, it can happen that employees are not taking precautions while working with chemical substances, which can be deleterious to their health. With proper elearning, all such situations can be eliminated because fines can be imposed on the company too. So, when employees are shown the right way to work, it can save a lot of money in fines.

How to convince the C-suite to elearning? 

The L&D department should clearly mention what benefits it can provide to the company, either in terms of cost-cutting, increasing revenue, or productivity of employees. It should be very articulate about its key performance indicators.

For example, the L&D department must come up with the numbers on how spending on it would reduce the costs of a company. The C-suite of the company wants to know the numbers why it should spend on learning and department. When you have the right kind of data with you on how L&D can change things, the C-suite is easily convinced.

Conclusion

The learning and development budget can be a problem for a company, but it’s also a better option other than hiring employees because it’s a recession-driven market. Companies want to cut costs as much as they can. The L&D department needs to show how its work will help the business fight a business issue. The C-suite is unwilling to spend on anything, and the L&D department must persuade them why it needs the funding. 

09 May 2022
self directed learning
Blogpost, eLearning creativ technologies 0 comment

What is self-directed learning, and how can it help? 

These days, companies are focusing so much on making employees feel valued in an organization. Making them get better at what they do by allowing self-directed learning is a part of such appreciation.

Self-directed learning can help companies give much-needed encouragement to employees. Employees have become more oriented towards their careers nowadays. There is a considerable difference between the employees of earlier generations and those of today. Generation Z prefers learning through its ways, which has intensified because it has so many sources.

It has smartphones that have Social Media and YouTube available for it to absorb information.

Self-directed learning makes sure that the company does not restrict the employees from completing their eLearning modules within a certain time. Self-directed learning also helps companies save money on supervising the learning activities like tracking the LMS activities of employees.

What is self-directed learning?

In broad terms, self-directed learning means a learning process in which people take the liberty themselves to evaluate what they need to learn and, hence, decide their objectives for the process.

Once they have decided on their goals, they evaluate what resources are available at their disposal, both human and nonhuman. Henceforth they create some learning methods and check whether they have learned enough.

Direct learning, where a teacher gives students instructions, is completely different from this concept, where students only consult teachers when they have problems.

In a hybrid workplace where remote employees can’t come to the office to attend lectures, self-directed learning is an important solution. The main goal behind self-directed learning is to boost the confidence of learners. They decide their learning topics without being forced by the organization.

Hence their levels of interest in this process are better. They also have to take responsibility for meeting their learning objectives because they choose the learning topics themselves. When learners don’t fail after learning something in a formal training environment, the L&D department is blamed for not choosing the right topics.

Self-directed learning also makes sure that employees don’t resign because they can’t keep up with the training schedules of the company.

In self-directed learning, learners have complete autonomy for upskilling or reskilling themselves. Once a company introduces a culture of self-directed learning, it should be ready to reap its benefits in the long run. Such learning improves the technical and communication skills of employees, but it also makes them ready to battle any change in technology through such learning. They embark on a road of self-discovery and self-reliance. Companies with such individuals can expect the latter to upgrade their skills whenever needed.

Also, individuals don’t like to attend classes like young children after a certain age, unlike in self-directed learning.

Its most important benefit is:

Reduced work for L&D: The L&D teams also benefit from such autonomy given to the learners because it saves their time in planning learning schedules for employees. Instead, they get feedback from learners about whether they need more resources to support their learning. If the employees need access to more experienced persons or books for self-directed learning, HR can arrange that.

But organizations also have to see to it that when they are guiding employees towards self-directed learning, certain elements are taken care of:

  • Proper learning technologies: The organization must have proper learning technologies like the LMS so that the employees can embark on these self-directed learning paths. Hence, the companies must ensure that the employees have access to the organizational library of resources, including senior managers. Discussion forums can be set up for communication between the inexperienced and the veterans in the workplace.

    Such resources include human beings and technical assets, such as simulations and animated videos offering instructions for different procedures. When employees have such resources, they can easily learn independently without requiring an instructor.

  • Raising a need for such learning: Apart from providing access to resources for self-directed learning, it’s also the organization’s job to see whether the employees feel a need for it. That’s why employees have to be given an idea of their knowledge gaps through scenarios with similar job roles as theirs. The employees should be given continuous feedback by employers on their performances rather than yearly or six-monthly feedback to understand their gaps. Learners could be given skill blocks developed by their seniors, but the level of the block to be mastered by them must depend on their tenure in the company.

A company has to understand that self-directed learning is so crucial in a company because everyone has a different learning path depending on their intended growth trajectory. Everyone cannot be taught through a homogeneous course that presents everyone with the same material.

Hence this is how an organization can excel at self-directed learning.

 

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He was a German psychologist who is known for discovering the forgetting curve. According to this curve, the biggest decline in memory happens within 20 minutes, and then 1 hour.