Did you know that the global expenditure for organizational training is approximately USD $370 billion? It’s clear that businesses are scrambling to upgrade their learning and development (L&D) programs for more experienced employees and business partners.
But is the investment really working out? A report from Gartner tells us that many employees lack the skills and knowledge to perform their duties properly. How can we improve our L&D to raise the confidence and performance of the workforce?
There are many theories describing why current L&D investment fails to provide tangible benefits to the companies. While training and development is certainly necessary for employees to stay up-to-date with organizational activities, it’s the implementation of the training programs that is at fault.
Many businesses approach training and development like an item on a checklist. Rather than selecting subject matter that is immediately relevant to an employee’s workflow, they choose uniform topics that bear little use.
Choose learning objectives that apply to the real-world situations that your employees will be facing while working at your company.
On average, we forget about 3/4ths of what we learn in just 6 days. L&D program organizers must understand that the best way to retain knowledge is to expose yourself to the material in regular intervals, such as every few days. This “spaced out” methodology raises retention to 80%.
Remember that experience is the best teacher. Always prioritize interactive learning materials over plain manuals. Online learning solutions like software training labs can help in this regard.
Peer-to-peer learning is an incredibly effective tool for promoting an impactful training session. Over half of employees ask a coworker when they need help on the job.
Consider implementing peer learning workshops or encourage employees to connect with colleagues to share skills.
The ADDIE model is a common framework for human resource professionals to build their own training programs.
Developing business-grade L&D is not a linear process. Expect to go through these steps multiple times in different orders to make sure it stays in-line with business expectations.
A significant change that recent technology has enabled businesses to use is virtual labs for training and development. These Internet-based courses have a variety of advantages over traditional classroom methods:
Online courses nowadays are more than just PowerPoints or YouTube videos. They can incorporate peer-to-peer interactions, voice or video chats with instructors, and multimedia elements. They’re also incredibly flexible, allowing employees to learn at their own pace from any location.
Looking for more information regarding how online training labs can enhance your learning and development initiatives? Get in touch with us to learn more.