Tag: learning and development

18 Mar 2021
Learning and Development

What will be the challenges before the Learning and Development teams in the upcoming years?

There will be changes in the Learning and Development industry in the future.

There will be drastic changes; some of them are highlighted in this article.

Employees sharing knowledge among themselves:

First of all, there will be the emergence of skilled workers who will share knowledge among themselves. So, instead of Learning and Development professionals creating a course, they will only facilitate the workforce sharing knowledge. This means that such professionals will have to upgrade their skills from being content creators to content facilitators. There will be networks for Personal Knowledge Management created for employees where they will be empowering each other with knowledge.

Creating asynchronous learning the same as classroom training: 

There will be events outside the classroom also. Classroom training will be replicated in the form of asynchronous learning. There will be also a replication of classroom interactions among the learners in the form of online form debates and virtual meetings. The learners have become evolved with the advent of technology. This means, that they look for information on the internet through MOOC’s, they are not satiated any more, with any knowledge shared with them in classrooms. The Learning and Development professionals will be thrust with the responsibility of creating experiences that can be seen on different devices, through social media and MOOC’s and provide on the job training through real-world experiences making use of 3D technologies like Virtual Reality. There will be an emergence of wearables to make sure that the learners take advantage of virtual reality. Wearables come in the form of smart electronic devices that are worn on the body so that there can be an exchange of information. They are like activity trackers such as smartwatches with sensors that provide data through the use of the internet. These objects are based on the technology of the Internet of Things.

New kinds of jobs will evolve:

Initially, there was an invention of connectivity throughout the world. Then automation happened in which simple jobs started getting handled by machines. Now, there are jobs which are located over the world. Soon, we are going to enter an age in which robots are going to work with us. Robots are increasingly getting used in the manufacturing industry. 

Hence, the nature of the training imparted by Learning and Development professionals will change. This implies that such professionals will have a different set of responsibilities. Its because jobs will exist now will vanish and there will be a new set of jobs. The task of L&D professionals will be to make the workforce ready for jobs that are not even in existence yet but will arrive in future.

But if the Learning and Development guys can’t keep up to their jobs, there will be a highly useless workforce in the future that does not have the requisite skill sets. Organizations will pay adversely for such a useless workforce because their jobs won’t be done efficiently.

Different kinds of skills required in one place to solve problems: 

There will be multiple skills required in future jobs. So the workforce will have to be trained for them. There will be problems in jobs not able to be handled by even highly skilled individuals. Hence, individuals from different teams will have to work on multiple projects simultaneously. These teams will collaborate on a project once it gets started and then move on once it’s done. So, the team will have flexible working models. However, the collaborating teams will be provided with proper technological equipment to carry out the project tasks. The task before the L&D team will be to make sure that such collaborating teams can work with each other. They should be able to work through social networks meant for large enterprises.

 

23 Dec 2020
Learning and Development

Why to use storytelling in L&D situations?

Learning and Development are so important for businesses as of now.

The main aim of L&D professional is that the elearning material should stick in the minds of the learners. However, the learner might respond differently to every learning program. It’s important to have an aesthetic visual design to make the elearning program more interesting for users.

Storytelling is quite important for learners. Storytelling makes them take more interest in the program. So, in this article we will get to know how using storytelling in an elearning program will make learners grasp more from it.

Advantages of storytelling 

Neuroscience tells us that our brain responds more to stories.

Enjoy the content: Stories make us enjoy the elearning content. Our brain remembers a story quite well. The brain categorises all the information which comes at us and then it recalls all the stories easily as compared to other information. Storytelling organises all the information in an entertaining manner. They are a way to organise human experience. Stories take away all the non-important information that is not worth paying attention to. They let us know what information is to be retained and what not.

Retention of information: Stories make learners retain information. Its because they hook with the audience at three levels. These three levels are head, hands and heart. The head implies that the learners understand what is the logic behind the module. The heart implies what they are grasping has some utility and the hands imply that they become more effective. The storytelling must incorporate all these three things.

Provide them with real-life experiences: Storytelling makes sure that the characters are the same as learners. The personal stories inspire learners to find solutions and help them attain business objectives. The storytelling is suitable for all kinds of training, be it training for products or skills. If someone who has been just hired needs to be oriented, this approach also works for him. Storytelling means learners watch and listen to the elearning content and don’t leave it in between. They complete the module which is given to them.

How to tell stories 

The storytelling is an effective way of training, both for synchronous and asynchronous modes of training. In elearning, stories are told through characters, animation, and narration. The stories can be told to the learners to make sure that the concept is not mechanical for them. They simply can’t be expected to go through slides and put their heart in it without a story. They need a story to imbibe any kind of information. The learners can then be tested for what they have learnt ina story through a scenario given to them through drag and drop. They have to choose the correct option which is correct in the given situation.

With stories, connections are formed between the organisation and its workers. Stories have a maximum impact on employee and they remember what they learn. Storytelling can include use cases built in the Learning and Development

15 Dec 2020
Learning and Development

Are Learning and Development important for modern-day companies?

Companies are focussing a lot on the learning of employees.

There has been a lot of focus on Learning and Development nowadays because of computerization.

Every day, a new software gets invented and employees have to be trained in that.
If employees don’t learn new skills with time, they can’t provide any benefit to the company.

Coming up of new technologies
Learning new skills is also good for employees. Its because without learning, employees won’t be able to adjust to the company. They will feel confounded with the emergence of new technologies if they don’t learn. That’s why companies are focussing so much on learning.
It’s 4th industrial revolution happening at this time. So, companies need to be on an alert. In this industrial revolution, there is going to be a mixing of technologies. These mix up of technologies is going to encompass all spheres whether physical or biological. Thats why, the employees are going to be affected also. The business leaders need to be conscious of the environment and be ready for accepting this change by changing themselves and their teams.

Research has shown the effectiveness of Learning and Development programs. Such initiatives have to be changed as per company and departmental needs.

A Harvard Business Study Review has proved that a majority(70%) of companies are quite successful when they make sure that their Learning and Development is as good as the priorities of the business.

Training needs of millennials 
Training also matters to boost the skills of employees. This is because millennials have career aspirations. Millennials have already thought of their career plans and choose their employers accordingly. Hence companies should focus on training to retain them otherwise they are likely to leave the job if it does not involve any skill enhancement. Millennials have become an important part of the workforce. Reports say that till 2025, 75% of the workforce will consist of millennials.

What millennials look for in jobs?
Millennials are not looking for jobs, they are looking for skill-based experiences that can foster their career growth. Josh Bersin, who is the founder of Deloitte says that millennials are not looking for job-related benefits such as cash bonuses and easy working hours. Instead, millennials are looking for what skills they are going to imbibe on a job.
Millennials are not satisfied with generic training programs. The training programs must be in sync with their learning needs. Therefore the companies must create their Learning and Development programs accordingly.

Focus on employees’ needs 
The companies thus have to think about what freedom they can give to the millennials so that they learn accordingly. However, a company has to take care of its budget also. But, providing millennials with the freedom what they want to learn is also important to retain them in the company.
The companies must not worry about the budget for the learning and development programs. Instead, spending on such programs is the only way to attain success. Learning and Development should be in sync with the business objectives of the company.
Its because according to a Standard and Poor’s survey, 40% of businesses won’t be there in the coming 10 years. It’s because they are not able to keep pace with technical developments. Thats why L&D must focus on the needs of the employees and make sure they get what they want.a

02 Dec 2020
Learning and Development in elearning

What should be the focus of the L&D team of a company?

The learning and development needs of an organisation need to be in sync with what the learner wants. So, what are the top areas on which an organisation should focus:

If Learning and Development are developed to be in sync with employees, then agility must be a key trait of it. This implies that learning should be as good as the environment. This environment refers to the workplace where it is going to be used. The days in which Learning and Development gave you courses have gone. The role of elearning is to facilitate learning now.
It implies that elearning does not refer to giving content only. It implies that there should be a learning infrastructure in which learners have the primary focus. This is important so that learners can learn continuously.
The aim of elearning should be to make employees imbibe skillsets that can take the organisation in different directions. These skills also make sure that the employees have great careers ahead of them.

Having a skill base

The modern-day employees require a vast skill base. So the elearning team must identify all the skills that will boost the ROI of the company. The focus of L&D must be that the workers should be able to execute several roles. There should be specialisation but employees should have versatile skills which are important for taking an organisation forward. Developing such versatile skills is only possible through the right focus of L&D.
The organisations benefit from change when the skill levels grow as such. So, increasing skill levels means investing in the future of the organisation.
 
Let’s look at some areas where the organisation’s learning and development team can be of help:

 
Onboarding: Onboarding is one of the most important areas for a company. If employees, don’t have such a nice experience in onboarding, they might leave their jobs. Onboarding can make sure that employees can have access to resources whenever they want. Onboarding can be made an interesting process and new employees can have complete control over it.

 
Internal communication: Communication is now more frequent than ever before. With so many mediums of communication, you have to respond quite quickly. This kind of quick response causes some confusion. Hence, great communication is an important area where employees need to be trained. It’s important because we work across different locations and projects. Efficient communication implies being able to ask questions and provide answers also. So, communication is an important part of a management role.

 
Management of projects: The employees must have all the information to be able to manage projects easily. So, project-based training teaches employees how to build teams. Apart from how to build teams, there can also be training on how to utilise the skills and time of other people. When employees are trained for project management, they can take these roles when required. Many project management classes are happening externally but employees should sign up for these courses in-house because then it’s focussed more on what the organisation needs.
Leadership training is also important for an organisation so that there are leaders who comprehend the organisation and its requirements and can adapt.
In creating training modules for all the above needs, the L&D should realise that learning can’t be segregated from an organisation, it is integral to the prosperity of a company.

23 Nov 2020
effectivness of learning and development

How to measure the impact of Learning and Development programs?

Do you know why companies are focusing on learning and development so much?

It’s because there is so much competition in the market that technologies used in the business change. With changing technologies, it’s better to make sure employees are equipped with the same. But company leaders also want to understand whether the learning and development team is doing its best. That’s, why the results for learning and development programs have to be measured. However, the results of the learning and development programs can’t be easily measured in terms of impact on the business.
 
As per an estimate, there has been an increase in the amount of money spent on training in the US by 14% every year. Therefore, someone needs to gauge the effectiveness of this learning. With so much training going on, businesses are eager to find metrics that can help them in measuring improvement in employees’ learning.
 
There are many ways in which employee training can be measured and they include quizzes, surveys, certification exams and case studies. It’s important that before training starts, you decide the factors on which you need information and they are measured afterwards.
Now, one of these models to measure learning effectiveness is the Kirkpatrick evaluation model.
This model was formulated by Donald Kirkpatrick. It has 4 stages. 
 
Stage 1: Reaction
This level gauges what has been the reaction of the learners to training. There is the employment of questionnaires and use surveys, given to learners after the course to get the impact of training on them. 
Stage 2: Learning 
This stage also measures that knowledge of the learners. There is a range of metrics available to measure the performance of employees. 
· Tests taken after training
· Influence on the key indicators of performance 
· The feedback given by the supervisor of the employees. 
Stage 3: Behaviour 
This stage gauges the impact of the training on the performance of the learner. There are a lot of methods used for measuring how performance has improved. These include questionnaires, feedback given by managers, observing employees while they are working and KPIs of employees as yielded by how they actually perform on the job. The feedback of customers is also useful. This feedback is measured through surveys. 
Stage 4: Results 
These results are very important for the company to know whether the amount spent on learning and development was useful or not. So, the results stage measures whether there is any hike in the productivity of employees after the training. There should be an increased motivation among employees to do the job after the training. This happens because they know how much the company values them to offer the training.
 
Is measuring the employee’s results useful?
It’s useful to measure the results of the training. However, the stages of the above training model need to be applied differently to different kinds of training programs. The level of the programs decides the type of stage applied to it. 
Stage 1 Reaction: It is useful for all programs 
Stage 2-Learning: It is useful for programs involving “hard skills”. Hard skills are those skills which can be gauged. These skills include the ability to use software programs quite well. So, employees can be tested for any improvement in these skills. 
Stage 3-Behavior: It can be used to measure strategic programs. This implies measuring the outcome in terms of whether the employee’s performance is aligned with the company’s strategy. 
Stage 4-Results: It can be used to measure the outcome of learning and development programs with the cost of 50,000 USD
 
So this is how organizations measure the effectiveness of their training programs. 

DSLR stands for Digital single-lens reflex camera. It has a digital imaging sensor. In this kind of camera, the captured image can be viewed in the viewfinder when the shutter button is pressed. Its shown through the main lens rather than through a secondary lens, so the user knows what has been captured. 

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.