What does it take to create a perfect blended learning solution? To create a blended learning solution, we need to know:
- What we want employees to do
- How can we help them to it
- What are the best instructional methods
You have finalized the date of the next safety training program. You have checked the trainer’s availability and the availability of the venue. Now, you forward the tentative schedule to the line manager (who has to release his team to attend the training). You hit a roadblock.
Just like you use software programs for different purposes on your desktop and laptop, you require applications to perform different activities on mobile devices. These are called Mobile Applications or Mobile Apps, in short. PC Magazine defines Mobile App as, “a software application that runs in a smartphone, tablet or other portable device”.
Digital technologies are disrupting the way people do ordinary day-to-day activities such as watching TV, shopping, or making reservations. We no longer prefer cable television, but opt for video-on-demand. Subscription for multiple-devices sounds enticing. We no longer walk to the store to do our shopping, but find it easy and hassle-free to look for what we want online, with great choices and options. How can corporate training still stick to the old ways?
Yet another MOOC abandoned mid-way! Recently, Raj enrolled for a 3-week MOOC that he hoped will help him in his job as Marketing Manager. Week 1 and Week 2 passed and he was lagging behind in the videos he needed to see to move forward. Currently in Week 3, he is disillusioned that he will never be able to catch up as he has a job and targets to complete. Since he did not pay up for the premium version, he will not have access to the course beyond Week 3 and with that goes another attempt to keep himself updated in his domain.
Training today is not just about planning an annual training calendar – identify the dates, trainers and location and roll out to suitable employees. The focus of organizations today is to provide a continuous learning opportunity. This is possible when you incorporate digital learning as an integral part of your training portfolio.
Employee Talent has a direct bearing on achieving business goals. After all, if your employees do not have the necessary skills or knowledge, they will be unable to accomplish tasks essential for business growth. Therefore, training employees and making the best of the talent pool within the organization becomes a top priority. In order to achieve this goal, you will have to first understand:
You have recently got a brand-new Learning Management System (LMS) installed in your organization. Now, you wish to populate it with SCORM compliant digital learning assets which could support your vision towards digital training. How do you go about it? You have two options.
When rolling out formal training programs, such as classroom training or e-learning programs, it is always better to view them as part of a learning process instead of an isolated event. The formal training interventions act as a foundation for the basic knowledge. Usually, employees build on this knowledge while working on the job. They learn as they work, as they observe their colleagues and face situations that warrant more information or learning. However, instead of leaving it to the employees to further their learning, you as training managers, can also provide them with just-in-time knowledge resources that they can use when needed. These knowledge bytes can provide opportunities for employees to go back and revise what was learned in the classrooms. How can you go about this?
Digital technologies have permanently changed the way we access knowledge and information. Are our organizations keeping pace with these changes in the way they train and build the knowledge or skills of their employees? Most have already begun to do so but there may be others who are taking baby steps.