The implementation of an e-learning platform can be an excellent investment for the growth and development of the company and its employees. However, choosing the right solution can be a challenge for HR directors and learning leaders.
"Training doesn’t help one jot if people can’t remember it in the real world" —Teresa Ewington Our biggest goal in training is to get students to remember the material. To do this more effectively, it helps to learn what causes the mind to forget things. By getting a clear view of what makes a person forget, we can incorporate key elements into our programs that help counteract those causes. Forgetting is an important function. It helps a human filter out trivial things that would clog the brain and override important information. Forgetting helps ease the pain of tragedy and enables a person to continue living without constant sadness. There are times, however, when we not only need to remember but need to do so at a time when the information is useful. Let's take a look at the five most common reasons your corporate learners forget your training.
In today's fast-paced, technology-driven world, it's crucial to update our training methods to meet the needs of modern learners. This goes beyond simply incorporating technology and addressing shortened attention spans. It's about equipping the workforce with the tools they need to feel satisfied in their jobs and to be valuable assets to the company as a whole. To achieve this, it's essential to say goodbye to traditional methods such as long lectures and dense presentations. These methods are not only tedious but also ineffective. Today's learners thrive on engagement, interaction, and personalization. By adopting new methods that focus on active learning and providing real-life examples, we can ensure that our workforce is equipped with the skills and knowledge they need to excel in their roles.
As an instructional designer, you want to create courses that make a difference in your audience’s lives. You want to create experiences that inspire them, change mindsets and drive performance. In short, you want to create courses that resonate with them and hit the mark, every time.
As a course designer, you are eager to offer the most helpful and engaging courses available to employees. However, to succeed in this mission, you must create the perfect balance between the right information, a memorable online experience, and an intuitive path from start to finish. So, how do you do this? Check out the savviest tips and tricks that can guarantee you create this desired balance in your courses. Being aware of each of these points will remove rookie mistakes that get in the way of a positive learning experience.
In the ever-changing corporate world, where new technology one day becomes an ancient relic by the next, companies need to establish a culture of Lifelong Learning. The old days of training your workforce one time and then never developing their skills and knowledge again? Those days are fading fast into the sunset! "Employees who don’t spend at least 5 to 10 hours a week developing new skills will obsolete themselves with the technology,” - AT&T CEO Randall Stephenson In response, companies are looking for ways to reinforce continuous learning in their workplaces.
A fat paycheck? Yes, but not always. The corner office within the next five years? Yes sure, but what about now? 401(k) plan. Health and dental insurance. Paid vacation. Well, these would be nice. What do you think is the single biggest factor that motivates employees to work at a company? According to Bersin by Deloitte’s research with Glassdoor, learning, and career opportunities are mentioned as the highest priorities by employees. Employees know that in an ever-changing and volatile workplace, there is only ONE way to make oneself indispensable. Keep growing. Keep learning. Innovate consistently. Companies like Yahoo, BlackBerry, and Blockbuster failed to keep up with the times. The result: they continued to lag till the day when they were forced to give up. Innovation is the game-changer. It is true not only for organizations but also for individuals. This is why companies are able to lure valuable employees away from their rivals with the promise of training opportunities. As an HR or training professional, you have to keep your employees engaged in working for the company by providing them with ample learning opportunities. They need to improve their skills, increase productivity, and be on top of their game, so your business can out-innovate its rivals, tide over disruptions, and respond to market changes.
Self-directed learning (SDL) is on the minds of many L&D professionals right now. Training managers, HR professionals, and instructional designers want to promote this strategy at the workplace because it facilitates the creation of a robust and sustainable learning culture in the organization. In this post, learn about the features and benefits of SDL and how you can implement this learning model at the workplace to turn reluctant and dispassionate learners into dedicated and inspired ones.
