The world has undoubtedly changed over the past decade. People are more dependent on technology, a matter evidenced by how businesses can collect data and make decisions based on actionable insights from the data. For instance, predictive analytics enable people to unlock vast marketing ideas, anticipate customers’ next purchases based on targeted advertising actions that make them buy as well as machine learning. Commerce is ever-changing and businesses need to ensure they keep up with the trends to stay in advantageous positions with their competitions.
Antiquated Training Methods vs Modern Training Methods
The market is awash with new technologies that offer companies the capacity to collect and analyse their workforce and customer data to constantly improve their situational leadership course for corporate training, yet many corporations are still using outdated training techniques. Fact is most companies are reluctant to spend on employee training; it is a thing that should not exist in this age and time, given that one in three employees say lacklustre training programmes and content are a significant barrier to learning. Such training can influence them to quit their jobs and look for new opportunities that have a promise of growth. Such antiquated training methods are only a costly expense to the business.
The training should incorporate the need to look at the type and amount of guidance employees need and how to address their learning styles on a personal level. Middlesex University for Work Based Learning did research that showed 74% of employees feel they are not realising their full potential because of the lack of growth opportunities. Another study done in 2015 by Association of Talent Development found that, from a management perspective, 62% of Human Resource managers believe they lack the resources to help them meet each employee’s individual learning needs. Such numbers are a worrying tale of the current state of affairs in corporate learning and development.
How Can More Efficient Training Be Provided?
How can training departments address these issues and be able to provide more efficient training and growth opportunities to the workforce? It is important for corporations to adapt to the demands of the current employee and this starts with the amalgamation of innovative technologies in the corporate training and development programs.
Companies are currently accessing intelligence that offers an armada of insights about a new employee and Human Resource analytics that can be used to drive corporate learning initiatives. Most of the intelligence is based on automated technologies that run on real-time individualisation settings that customise the learning content to meet each employee’s or user’s learning styles. And it accelerates the loading processes while maximising productivity. Such technologies will not only ensure the user feels that the content used in the training and development training programmes cater to their needs, but also have the management in the HR as well as the training department expecting improvements in the training results.
The new-age individualised learning technology as eliminated past issues that were attributed to the use of outdated training methods. The new technology provides a means of teaching employees in a manner that allows them to realise their full potential. People are different thus learn differently; some may be visual learners while others may be actionable (practical) learners and some auditory learners.
As such, businesses should invest in machine learning tools that use algorithms to ensure that any two employees participating in the same training programme have equal they entirely different learning experiences that lead to the same outcome. The learning content will be present in a way that suits their individual learning styles based on each person’s engagement, behavioural and cognitive preferences.
Social Learning Implications
The interpretation of analytics that focuses on how people interact in discussions boards or chats can be done to identify the knowledge seeker and the knowledge disseminator based on the various topics that come up during the deliberations. One employee may be an expert on a particular subject while another is vastly conversant with another topic presented in the corporate training and development programme. By interpreting networking data while using machine learning, businesses can determine what the workforce knows, what they need to learn and how it should be tough to each employee for a better understanding of the learning content.
Learning and development is a continuous process whose wheels keep turning even after graduating from high school, college or university. It is a process that will continue in every employee, a process worth investing in to improve the capacities of your staff.