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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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)
One of the most important factors for organizations to succeed in today’s competitive landscape is the speedy launch of new products. The time-to-market of new products is critical to survive and succeed. Furthermore, the life cycles of most products are getting shorter due to rapid advances in technology.
On the other hand, if your sales employees are not rightly trained on your products, they will not deliver the right message to your potential prospects making it a competitor’s gain.
We all have a child in ourselves, energetic, fun loving and having zeal to explore and win games. In this state, we learn the best because our emotional state is very positive and retention of learning will be at the peak.
How do we bring out the kid in ourselves, while learning a new skill or acquiring knowledge?
Introducing new processes and software applications can be quite a daunting task. Employees are not receptive to change and teaching all the details and minute steps can be time consuming. Conducting classroom sessions might not be a very beneficial solution. Learners will need to set aside time from their busy schedules, and often, this might not be feasible. The limited number of facilitators will also slow down the learning process. Facilitators will also need to travel extensively to teach learners spread all across the globe. All these arrangements take up considerable efforts, time and financial resources.