Based off of the article: 10 Tips for Corporate Learning
Zealic's Cliff Notes
"When great content is mixed with great technology, learning can reach and meet every employee where they are."
The challenge for HR departments and learning professionals is to create content that is engaging, quality and easily retainable for their employees. In order to do so, the following elements need to be considered.
Workforce Make-Up
Examine the current make-up of the workforce:
Traditionalists (Silent Generation) - 1928-1945
Baby Boomers - 1946-1964
Generation X (Gen X) - 1965-1980
Generation Y (Millennials) - 1981-1996
Generation Z (iGen) - 1997-TBD
Source: Pew Research
Regardless of the age differences between employees, everyone wants to grow and develop which is why it's important to pursue the correct learning strategy in order to touch as many generations as possible.
Communication Style
There are two categories that companies will most likely fall into with their learning approaches - unified learning and tailored learning.
Unified Learning
This approach focuses on creating training content that aims to touch everyone regardless of their age or learning preferences.
Tailored Learning
This approach focuses on creating training content that is targeted towards specific age groups and learning styles.
"According to The Training Associates, Boomers prefer a more formal/process approach to learning. Compare that to a Millennial who’s preference is more casual and immediate and one can see why considering the make-up of the workforce is an important step."
Delivery
Insperity created a checklist for defining a companies delivery method:
Start by Identifying your immediate and long-term learning and organizational goals.
Then, establish your criteria for measuring success.
Ensure the option(s) you’re considering will work well with any existing and successful training methods you’re using.
Think about which format will be most convenient for your employees and most likely to motivate them to complete the training.
Test out your training delivery choice with a representative group of employees to be sure it meets your goals before you roll it out to all participants.
Technology
Technology is becoming crucial to delivering learning because of the increasing need for it to be urgent and on-point. It also can meet the learning needs of a more diverse (age and learning styles) audience. Employees today are not interested in instructor-led training they prefer to learn through easily digestible and engaging sessions.
Technologies that CLOs are interested in:
Mobile Learning – 40%
AR / VR – 38%
Video Learning – 33%
Simulations – 33%
Gamification – 29%
Micro-Adaptive Learning – 29%
eLearning – 29%
Design Thinking – 29%
Source: IQPC Exchange/CLO Exchange
Embedded Learning
Learning is not innately part of an average employee's day so they normally have to set aside time specifically to do so. In order to make learning more effective for employees it needs to be embedded meaning that it becomes part of their day-to-day. When learning is embedded, employees begin to learn through critical thinking skills such as experience and reflection which strengthens the knowledge of the employees.
Content
Learning content needs to be diverse, relevant, assessable and accessible whenever the employee needs it. It also needs to able to be learned at any pace, used on-the-job, and evolves with the employee.
Embrace Agility
Learning is constantly changing and therefore requires that HR departments and learning professionals are able to change with it. In order to embrace this agility, it's important to create flexible, blended modes of content delivery.
Learner Feedback
It's important to get feedback from the learners in order to understand how the content is being received and if it best meets the learners expectations and needs during their development journey.
Align Learning with the Business
It is a necessity that the learning provided to employees aligns with the goals of the business. Efront learning suggests these steps:
Identify the strategic business objectives
Define performance results necessary to achieve the objectives
Identify roles, tasks and competency areas to be measured
Evaluate gaps and set learning goals
Communicate the goals to employees
Design and develop training to meet the goals.
Leadership Buy-In
Use leadership development programs to encourage business leaders to take ownerships of the learning of other employees and apply it to the business. It's important to provide leaders with opportunities to grow and develop.
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Check out the full article in the link below:
Source:
HR Exchange Network
Originally Written by: Mason Stevenson
https://www.hrexchangenetwork.com/learning/articles/10-tips-for-corporate-learning