Organizations are increasingly ditching the cookie-cutter approach for employee learning.
With organizations benefiting from and leveraging not only the intelligence, but also the creativity, willingness to innovate and preparedness to keep pace with industry landscape, they need to test out new ways of bringing out the best in their workforce.
Smart organization understand that it’s no longer good enough to know the answers, but to apply them to practical use for honing skills, while gaining confidence in the knowledge. Personalized and immersive learning is becoming a way to bring in and also engage existing talent base, which means better performance on the job and lower turnover.
Personalized training aims at catering to each employee type’s personal needs, learning style, retention ability and interests. “Taking a personalized approach and adapting lessons based on an employee’s retention and performance can instead elevate learning ‘from a necessary evil that CEOs would love to minimize’ to ‘a strategic powerhouse,’” says Charles Smith, founder and chief research officer at Knowledge Factor, the Denver-based company that owns Amplifire.
With reference to 2016 Oracle survey, only 41 percent of new employees believe their company’s onboarding style and system empower them for success. As business landscape changes for each industry every year, companies need to identify opportunities for improvement and learning, as well as spot any threats – whether that be of stagnation or of not staying updated. It’s important to answer, “Does our firm’s approach to learning work in terms of ROI and employee engagement?”
In with the new
Don’t assume. Ask.
Here are a few questions companies need to ask themselves to personalize training:
A focus on results is one of the main drivers fueling personalized learning’s explosive growth, says Bill Pelster, a principal at Deloitte Consulting who previously served as Deloitte’s chief learning officer. “In all the conversations I’m having with companies, the bottom line is, ‘We’ve got to get it down to 15 minutes before people get pulled into doing their jobs again.’ And if you want to rise above the noise, you have to personalize it. There’s nothing more frustrating than sitting through a two-hour learning that wasn’t relevant,”
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