Training departments have become learning and development departments and training managers have now become L&D professionals. It is no longer adequate for training managers to merely plan scheduled training programs for employees. Their role has become more broad-based with employee. The role of L&D professionals has become more broad-based as they see their efforts towards employee development as a means of encouraging talent retention. The focus has shifted to earning employee commitment by facilitating their growth and development. Let’s see how L&D professionals can help in the employee learning process.
Get management buy-in: It is important to obtain the concurrence and buy-in of the top management as far as learning and development activities are concerned. The senior management should endorse learning as a business driver and provide all the necessary resources.
Align L&D function with individual goals and business objectives: All L&D activities should be business driven. L&D professionals should not lose sight of the fact that all learning activities are geared towards enhancing individual performance. Therefore, strategically speaking, all the activities should be aligned with the business goals of the organization.
Provide a range of learning activities by monitoring learning requirements across the organization: People have different learning preferences. Sometimes, they have access to different technologies. Learning opportunities should cater to all employees in an environment that is most suitable to them. For example, a foreman might be comfortable with instructor-led class room training but a senior executive who spends considerable time travelling might want to use Smartphone or iPad for learning. If L&D professionals keep these varied requirements in mind, they can come up with a plan that is best utilized by employees with diverse needs.
Undertake regular cost-benefit analysis: It is a good practice for L&D professionals to evaluate the ROI of each learning activity. This can be measured based on the reaction of participants, the increase in the knowledge or skills displayed by the participants or by business results.
L&D Professionals have to keep pace with the rapid pace at which both technology and businesses are changing. They need to re-align and re-orient their training and device mechanisms to suit both the organization as well as the employees in a way that best meets their business needs.
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It is an accepted truth that employees are the valued resources of any organization. Organizational success depends entirely on the performance of the employees. In order to face their competitors, organizations have to ensure efficient employees who are capable of updating themselves in the continuously changing business environment. Now, companies spend lots of money to train and educate their employees. The importance of training and developing the employees’ skills is rapidly growing.
According to a report published by Docebo, eLearning revenues from Europe are likely to touch $ 8.1 billion by 2016.
Small and mid-sized businesses are finding it easy to provide technology-enabled learning to their employees at affordable prices. Moreover, online courses can be taken anywhere, anytime, and this useful feature helps overcome barriers such as availability of time and space.
Instructional design is the most significant aspect of a good eLearning course. Being an instructional designer or a learning technology professional, you need to design the course in such a way that it should assist the learner in applying what he has learnt to his work.
As we know, every organization follows a set of rules and regulations. Employees need to be trained on those rules and regulations to have a basic knowledge of their standards toward the organization and customers. And, they have a clear understanding of what they can do and what they cannot. So, organizations may not be at risk when their employees know about their legal duties.
E-learning is a cost-effective and an easy way to train employees, when compared to the traditional methods of teaching. So, most of the organizationsare using eLearning to fulfill their training needs. The healthcare industry makes extensive use of the online training medium.
Training managers put a lot of effort while rolling out an eLearning project, as it involves many complex tasks.
As an eLearning professional, I often work with many training managers and admire their managerial skills. It involves a lot of work like training needs analysis, collecting content, dealing with Subject-matter Experts (SMEs) and developing the course for the stakeholders and learners.
Every organization needs to use their resources well to meet business goals and enhance productivity. As we know, the pharmaceutical sector is highly regulated and non-compliance to applicable laws and regulatory norms could be costly. So, you have to train your employees about rules, regulations, standards and recommended guidelines to avoid mistakes.
In my last blog, we have seen how E-learning, webinars and Mobile apps can be used to impart product training. In this blog, we will look at some more methods.
E-learning is the continuous process of learning through electronic media. Instructional design is a systematic process of learning, and this learning facilitates achievement of the intended goals. Many think that instructional design is all about using technology, but this is not the case.
“A major challenge we face today, therefore, is to create a desire in people to learn; and to foster and facilitate this desire throughout their lives.”
- Bryn Holmes(Author, eLearning Concepts and Practice, 2006)