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Tag: Corporate Training

4 types of corporate trainings your organization needs

Posted on by Imarticus Learning

4 types of corporate trainings your organization needs

It’s never been more critical for corporates to train their employees in this age of disruption. While skill-based hiring is the norm in today’s workplace: the goal of employee development is far broader than just honing existing abilities. There are many corporate training options, each with its own set of ostensibly vital but ultimately disparate goals. 

Despite the wide variety of corporate development and training options, a few fundamental corporate training are vital for your organizational needs. Before we delve deep into knowing the top four corporate pieces of training, let us understand what corporate training is.

Understanding Corporate Development And Training

The Human Resources department in smaller companies and the talented teams in bigger corporations are responsible for corporate training. Workforce training requirements are identified and made accessible to employees by these individuals.

Employee development is an investment in a company’s long-term success. Creating a workplace that is adaptable, flexible, and ready for change begins with offering regular training for your staff.

In the recent past, corporate training has become the current in-demand trend. Workers desire to work for a company that invests in corporate learning and development initiatives.

Fundamental Corporate Training Your Organization Needs

1. Effective Communication

Your company’s bottom line might suffer due to poor communication at work. No matter how they communicate with their coworkers, whether in person or by email, every employee should know the foundations of effective communication.

Your team will benefit from communication training that teaches them how to communicate both vocally and in writing, both internally and externally. As employee engagement rises, the next logical step is to open up channels for workers to contact the organization’s management so that feedback may flow from the workforce. Your organization’s communication will become more efficient and safe when paired with information security training.

2. Corporate Leadership Training

Future leaders will emerge from today’s workforce. So organizations must provide leadership training for all of their employees, not just those who are supervisors or managers. Employees generally view excellent leadership as one of the most significant parts of an organization. With corporate leadership training, you’ll be able to help your staff succeed in future leadership positions in your company.

3. Project management

Now that most jobs are done as projects, every team needs at least one person to serve as the team’s project manager. Organizations that provide project management training are more efficient and more prepared for the difficulties of the continuously shifting business environment. All employees need to learn project management, and it should be a part of everyone’s professional path. This project management training will improve the company’s ability to meet critical business objectives.

4. Time Management

Efficient time management is critical to the success of any company. Many people cannot effectively manage their time, even though it is essential to their success. Because of this, people are subjected to high levels of stress, missed deadlines, and defective work products. Time management training can help your employees be organized, focused, and more productive daily. Hence, it is a good investment for your company.

Conclusion

Your workforce is the driving energy behind the success of your organization. Ensuring that they are equipped with the skills they need to succeed is critical for your organization. It is widely accepted that investing in corporate training is an excellent way for businesses to stay ahead of the pack in today’s highly competitive market. As a result, enterprises develop programs tailored to match their clients’ demands.

When it comes to corporate training, it’s never too late to get started! While there are various training companies you may choose from: Imarticus Learning’s corporate development and training programs have proven vital across the corporate sector.

Customized corporate training solutions explained in a nutshell

Posted on by Imarticus Learning

Customized corporate training solutions explained in a nutshell

An organization’s most important asset is its workforce. Upskilling and developing the workforce impacts a company’s bottom line. Businesses need to be relevant, competent, and sustainable in today’s ever-changing market.

Any organization that wants its employees to stand out from the competition benefits from customized corporate leadership training. Corporate training solutions, specifically designed for your company’s needs, may help your staff learn effectively, increase output and enhance your bottom line.

Continue reading to learn more about the benefits of using a corporate training solution specifically tailored to your company’s needs.

What is Customised Corporate Training?

The phrase “customized corporate training” refers to a series of customized learning activities, generally kept in a learning management system (LMS), designed to comprehensively educate workers on the company and job-specific subject.

Corporate leadership, onboarding, product, sales, training, systems training, and corporate management courses are all examples of customized training programs.

corporate trainingEmployees benefit from customized corporate learning programs that provide them with the knowledge to improve their professional abilities and climb the corporate ladder.

You want to move away from generic training that doesn’t engage workers and towards personalized training that does.

It would help if you considered a customized corporate training solution to increase the benefits mentioned previously.

Why Should Companies Invest in Customised Training Solutions?

Corporate learning courses are necessary to freshen the company’s objectives and upgrade and upskill employees. The training material is customized to meet the requirements of your employees. It is in line with your company’s overall goal.

As the name implies, a customized learning system can be tailored to meet the needs of its end-users. A wealth of alternatives are available to businesses to design tailored learning programs for each professional role/function. For example, a customized financial reporting course for accountants or a study on system vulnerability assessment for IT administrators.

Unlike generic training solutions, custom learning solutions provide several advantages over the former.

Adaptable to Each Role

The most apparent advantage of customizing learning is that it can be tailored to specific duties and roles. A one-size-fits-all strategy won’t work for training professionals from varied backgrounds. Employers may train internal experts for each function, eliminating external hiring specialists.

A learning solution tailored to each role helps employees better understand their responsibilities. Depending on prior qualifications and expertise, the course may also be customized for accelerated learning.

Enhanced Engagement

Customization is the first step in developing engaging training materials. Custom training keeps employees engaged. Incorporating games into training is proven to keep members interested and motivated while increasing training effectiveness.

Improved Productivity

Employees who are engaged and motivated outperform those who are bored and drained. Increasing productivity increases profitability. If you want your employees to fetch more and deliver more significant outcomes, provide them with relevant training to see an impact on your business bottom line.

Better Retention

Losing an employee and hiring anew to replace the loss is costly.

Employee and knowledge retention may be improved via customized corporate training. Customized training programs can facilitate personal and professional growth.

Customized Corporate Training Solutions in a Nutshell

Every company has a lengthy list of challenges to overcome to be successful. Problems may quickly escalate if they arise from a critical component, such as employees. Fortunately, tailored training solutions may assist solve most of the issues associated with the workforce.

No firm can ignore the positive effects of growth, including lower turnover, more employee satisfaction, and improved productivity.

How Gamification is Reshaping Corporate Training? Evolution of Gaming!

Posted on by Imarticus Learning

Life is but a game!

Games have always played an important role in learning. From lion cubs practicing hunting while playing catch with their siblings to rulers segregating part of its subjects to be gamed with.

Games encourage problem-solving through trial and error. Further, results are timed and compared with your fellows to encourage efficiency in the gaming system.

Gamification

Gamification is nouning games.

Gamification makes a name for itself by implementing gaming objectives in an otherwise mundane work environment. The primary aim to motivate spirits to gain engagement and participation from the happy millennial and Gen-Z workforce, thus balance employee experience and productivity by controlling the amount of pressure on employees; all in an oh-so playful manner. The days where whips could build pyramids are not coming back. Being a natural course, gamification attracts our primal instincts and is an innate way to positively impact workforce driven bottom-line results.

Earlier, marketers and businesses followed set templates to drive results from a plethora of situations. This includes routine procedures for developing regulations. Now, however, personalization is the key to successful gaming. The broad areas to personalize games include eLearning, health and wellness, and external motivation for instant gratification.

eLearning

By the pricking of our thumbs something delightful this way comes!

The days of brick and mortar learning are but far away. eLearning has made learning informal and enjoyable. The aim to structure learning to suit the learner so learning happens and is not forced upon. Being adults, one sure way is to provide a platform to practice skills to overcome real life challenges through enhanced understanding.

Carrots and sticks for our bunnies! eLearning makes learning exciting through batches for achievements, level-ups that make you sense success and timers that keep away inactivity. Carrots and sticks keep you on your tiptoes to keep walking.

Health and Wellness

Huzza! The mind is willing and the body, strong!

Gamification can avoid such a scenario and take you to the brink of performance for maximum productivity without a burn-out. Gamified apps will keep an eye on your health and wellness through technology to know how much more can you stretch. Applications track your footsteps, emotions, and what you eat in a happy-go-lucky manner to cultivate productive habits. Achievements, like walking miles and avoiding fat, are awarded to keep you going.

Organizations

Honey-dew! Where Are You?

Organizations implement gamification at every stage of the supply chain to all participants involved – suppliers, customers, and employees. Like a bee craves honey, the extrinsic motivator in us craves satisfaction through stimulus. This responsiveness to stimuli is what gamification feeds on to inspire us to work hard through promotions and performance appraisals – bespoke or otherwise – resulting in improving our quality of work and boosting confidence. The key is to know what stimulates the employees or what keeps them interested.

Conclusion

Though gamification is a natural course to enhance productivity, the tools; through informed bespoke decisions should not be used as a mechanism to leech learnings, health and wellness, and organizational well-being by harming people. After all, learning made us human.

How to Measure The Effectiveness of Corporate Training?

Posted on by Imarticus Learning

What is expected at the end of any corporate training? Improved skills and productivity, greater retention rates and an improved brand should be the end result of any corporate training. It is vital to measure whether the training has a positive or negative impact on the learning and development of the participants.  The training involves a significant investment in terms of time and money.

To evaluate the effectiveness of corporate training the technique that is to be used is known as Training Effectiveness measurement. To evaluate the effectiveness of the training, it is essential to evaluate Why Who and What is trained.

Earlier the learning was measured based on multiple-choice questions. Such measurement of learning was focused on short-term retention of knowledge. Also, there was no long term ability to apply this knowledge. Hence, the goal of the training should not only be to look after the return of investment but also to improve the skills of the participants.

The effectiveness of the training can be measured by evaluating the effectiveness of the training in helping learners to gain relevant knowledge and skills. In addition to this, by measuring how well could participants apply the learned information at work and last but not the least by listing down the other benefits of the training.

During the 1950s, the University of Wisconsin Professor Donald Kirkpatrick developed the Kirkpatrick Evaluation Model for evaluating training. This model includes a simple, 4 level approach that helps to measure the effectiveness of corporate training. The four levels are:

  1. Reaction
  2. Learning
  3. Behaviour, and
  4. Results

Level 1: Reaction

This level measures how participants react to the training, the relevance, the importance, usefulness as well as of the convenience of the preparation of the training. How to measure the participants’ reactions? It is possible to do measure their reaction by using surveys, questionnaires or talking to them before and after the training. The trainer can incorporate this to collect their feedback on the learning experience.

By asking questions on the relevance of course content, learning as well as key takeaways, strengths, and weaknesses of the training, accommodation of the participants’ pace and learning style by the trainer. Measuring the effectiveness of the training at this level can help the trainers to look for any gaps present in the content.

Level 2: Learning

At this level, measuring the knowledge and skills gained by participants as a result of the training help to test the effectiveness of the training. At this stage of evaluation, you can determine whether the training has met its set objectives. What are the specific skills that can be developed and the scope for improvements in terms of content and method of delivery can also be identified. These can be done by giving the participants assessment of connected learning ventures.

Level 3: Behaviour

It is essential to understand how the training has impacted the participants’ performance and their attitude at work. This can be evaluated by measuring the impact of training on their performance and delivery at work. It is possible to evaluate these by using the self-assessment questionnaire, informal feedback from peers and managers, on-the-job observation, customer surveys, etc. When you assess participants, you must include questions on how are they implementing their learning at work and also whether they are confident enough to share their new skills and knowledge with their peers.

Level 4: Results

At this level, it is possible to measure the tangible results of the training that include reduced cost, improved quality, faster project completion, increased productivity, employee retention, better marketing leads, increased sales, and higher morale. How can you say the training is effective? If the outcomes include increased employee retention, increased production, higher morale of the employees or improved business results, then the training is said to be effective.

So, what is the conclusion? Corporate training plays an important role in improving the learning and development of employees. This also influences the overall performance of the organization. To improve the learning and development of the employees, it is essential to understand the roadblock in the training which is offered to the employees.

Apart from these, you can also consider skill assessment as one of the most essential ways of measuring the effectiveness of the training. Evaluate how an employee carries out a certain task before the training and then reevaluating the same employee after training and then giving him/her the same task. This helps to establish what the employees have truly gained from the training. You can also measure whether the employees have developed any new skills or improved their skills.

How to Get People to Pay Attention During Corporate Training?

Posted on by Imarticus Learning

We all know that education is a life-long process, and it doesn’t stop at the workplace too. There is a constant evolvement of the corporates which makes it all the more assured for conducting corporate training. Companies, during corporate training spend on courses, facilities, systems, and tools.

But sometimes a little time or money is spent by companies on preparing as well as enabling the mind of the participants. If the participants do not pay attention to the training, then you can say that these investments are not paying off well.

Hence, if the organizations want to maximize their return on investment in corporate training, all training and development professionals, as well as participants, must pay attention to paying attention. For organizations to get the best out of corporate training, the employees ought to pay attention to them. Are you wondering how to do it? Is it even possible to control participants’ attention? With mindfulness training, yes it is.

Let us discuss all other factors that can help to control attention during corporate training.

  1. Mindfulness

Mindfulness training improves cognitive functions which include attention, memory as well as executive functions. All of these traits are critical and need to be considered for learning. How to manage attention is at the very core of mindfulness. But, not all employees have a desire for mindfulness training.

Hence, training and development experts are responsible for bringing mindfulness in the training. This can be as simple as having a sense of relaxation in the body and mind, letting go of distractions and focusing on the breath. Once the training ends, the trainers can encourage participants to practice mindfulness, to make their minds clearer, more focused, and calmer. This will, in turn, improves their retention capacity.

  1. Conducive environment

Where you train the participants is as important as the training material you use. A conducive environment is necessary to optimize the learning experience. The trainers can give time to participants to comprehend, reflect and open to new content by clearing their minds.

The trainer needs to respect the participants’ time. Some people can feel tiresome in corporate training, as they have to go through a long process of absorbing new information. Hence, training and development experts must ensure to provide a clutter-free learning environment. For example, trainers can arrange chairs in such a way that participants can interact with each other freely.

  1. Eliminate distractions

During any training, participants naturally can feel distracted. The research says that it takes almost 30 minutes to bring participants’ concentration, once he/she is distracted. It is crucial for the trainers or training and development experts to identify all the generic or industry-specific possible causes of their distractions.

For complex tasks like learning something new, it is important to have no distractions. It is essential to eliminate the possible distractions from the training as well as stress the importance of being disciplined to participants.  Trainers can make participants committed to their learning experience by being away from distracting objects or devices.

  1. Encourage reflection

One of the ways for the trainer to control their attention is to start each session with a few minutes to reflect. This should be done in between each session. What do you think, how will this help them? Reflecting on the lesson can help the participants to open to new content.

  1. Take scheduled breaks

It is of course important for the trainers to schedule the material and learning of the participants. Similarly, it is also advisable for them to strategically use breaks so that the participants can soak the information. This will prevent their attention span. When the participants use their breaks to check their work, there is a high possibility of their learning getting affected. It is because checking on work does not allow any information to settle in the mind of the participants.

  1. Problem-solving

Adult learners when undergoing any training, expects the focus of the training to be on the answers to their real-world problem. The training and development experts should put themselves in the learner’s position. By doing this, they will be able to structure the training in such a way that the participants’ attention is maintained.

The participants’ attention can be grabbed instantly if the trainer presents a problem that keeps them reading. Making meaningful, relevant, simple, concise headlines can help the participants easily find the content they need. In addition to these, by restating questions will allow all the participants to clearly understand the motive of the question.

  1. Recalling

The aim of corporate training is to impart knowledge to participants and help them recall the important points. At the end of the training session, the participants can recall and apply the key points learned in the training. This can be done by paying close attention to details in the anticipation of the test.

  1. Learning material

Adult learners are used to segmented information. The use of multimedia can be considered as one of the important ways of ensuring prolonged attention span and retention of the participants. It is because they can respond to better visual mediums than text. The only condition is to use relevant pictures and as and when required.

They can also retain the information well if the trainers make use of real stories, examples to make their point. The trainers who understand that different participant has a different learning style will structure his/her training accordingly. While using multimedia, the trainers should make sure to lay them a groundwork by explaining what they are about to see.

Why Learning Objectives And Outcomes Matter to the Success of Your Training?

Posted on by Imarticus Learning

The most common problems faced while developing objectives are:

  • Lack of corporation
  • Lack of time and resources
  • Lack of depth in understanding the role of learning and development
  • Client plays a crucial say in what the training session is about and how the session should be conducted

As a result, the haphazard defining of the problem and the resultant training objectives renders the training session obsolete, having address the wrong problem.

The key is to create user-friendly forms with rigid underlying structures that save client time and are precise to their intended purpose.

These are the key constituents of the forms to assess any situation and address the problem areas through accurate objectives:

  • Diagnose the problem
  • Metric that links the problem to the solution
  • Highlight performance gaps
  • Know the history of the problem
  • Determine the areas that are affected
  • Analyse the magnitude of the issue
  • Gain information the client wants to provide

Let us look at each of these in depth.

Diagnose the problem

Knowing the problem is essential. However, the answers received will lack depth and merely highlight the symptoms and not the causes of the problem. Understand your clients and the people. Know how they assesses a situation and deliver questions that they will understand. The replies to the question will only be as good as the effectives of the question to the learning and development professional at the client.

The key is to make them feel in charge.

Metric that links the problem to the solution

Talk does not impress anyone. Generally, clients seek quantifiable improvements in time, quality, cost, and output and performance from the existing system. Developing metrics that cater to the needs. Alternatively, metrics can indicate the consequences of not learning.

Highlight performance gaps

Show what the entity and its employees are doing that they should not be doing and what the entity and its people are doing that they should not. This is what highlighting performance gaps is all about.

Know the history of the problem

When has the problem occurred before? How frequently? When was the issue first highlighted? Knowing the history of the problem or if the problem is a new one, is the key to setting objectives that deliver results by tweaking how the entity presently operates.

Determine the areas that are affected

Knowing the specific areas that need to be addressed is crucial in setting objectives that suit the audience and help the serve their customers better. The clients may not know the details you seek. Knowing the client’s customers is handy.

Analyse the magnitude of the issue

How big is the problem? Is a commonly considered boon really a bane? Determining how the problem has adversely affected the entity if the key to developing objectives that link the present scenario to the desired training outcomes.

Gain information the client wants to provide

Finally, ensure that the client has room to provide the information they sense is key. These inputs are essential to know your customers.

Summary

A comprehensive form will determine objectives that deliver value from the training session and display effectiveness to the entities bottom lines.

Virtual Reality: A New Reality for Learning & Development Training!

Posted on by Imarticus Learning

Learning and development is a very important process in today’s era for companies and firms. The budget for L&D has grown massively over the years. LinkedIn reports suggest that the L&D budget has grown from 27% in 2017 to 43% in 2019. It helps increase productivity and employee loyalty. But nowadays, new techniques are coming which provide learning in an effective way. One such trending technique is L&D through virtual reality.

Let us see how virtual reality is helping in L&D processes.

What is virtual reality?

It is a 3-dimensional architecture/environment created through devices/computers which can be interacted and explored. It gives us an idea of how real-life situations are going to be. For example, medical science workers are sometimes shown 3-D representation of the human body to give them an idea of what a real operation might look like. Firms are finding unique ways to introduce virtual reality in their training programs. The challenges are already tackled by the employees through virtual reality and this gives them an edge when real-life scenarios arrive.

Future of virtual reality

There are immense possibilities in virtual reality and also scope for enhancement. It can also be used with augmented reality to ensure real-life scenarios. There are many more military programs, aero science programs that are driven by virtual reality. There is a lot of future virtual reality in the gaming field. You must have seen the videos of various virtual reality gamers across the globe.

They provide such a fantastic simulation that it almost feels real. There are also virtual reality 3-D shows which give us a richer experience. According to reports, there were around 171 million users of virtual reality in 2018 and the global market of virtual reality is expected to be around $44.7 billion by 2024, let that sink in. There are financial profits higher than in other fields.

How virtual reality is changing L&D for the better

  • Many big CEOs attend their meetings and brainstorming sessions through virtual reality. They can connect with their colleagues and clients from anywhere to anywhere. Volkswagen has its own virtual reality application for discussions and brainstorming sessions.
  • Gamification is an important part of L&D in which employees learn through games. They compete among themselves and get to know more. Gamification can be done through virtual reality nowadays. Many institutions provide real-life scenarios to pilots through virtual reality which helps them in having a prerequisite about the vulnerabilities.
  • People can bat in a cricket match made completely from virtual reality. They can play games in which they fly a plane in virtual reality. There are many famous virtual reality games like Vader immortal, No Man’s sky, etc. The standard is a simulation that is high and gives you the feel of real-life experience.
  • Companies have started to find solutions for their everyday problems through virtual reality. There are glasses/outfits which you can try on your body before buying with the help of virtual reality.
  • Govred technology is a firm based in Iowa. It has created a virtual reality environment that provides training and combat experience for police personnel. Many defense forces use virtual reality programs to train their cadets mentally and physically. This may be expensive at the beginning but at the time of output, you will be satisfied.

Conclusion

With each day passing by, people are creating infinite possibilities for them through virtual reality. It gives us the real-life experience of any required thing or event without even manufacturing it yet. This will result in fewer errors and higher accuracy. This article was all about how virtual reality is changing the L&D process drastically. I hope it helps!

What is The Key to Inclusive Leadership?

Posted on by Imarticus Learning

What is The Key to Inclusive Leadership?

Do you feel included in your organization? Companies generally have diverse, multidisciplinary teams. These teams combine the collective capabilities of women and men, people of different cultural heritage, and younger and older workers. But one cannot say that his/her organization has high performance as it involves a mix of people working together.

There is a need for leadership that assures that all the team members feel equally treated, respected and valued. Such leadership is known as inclusive leadership. Organizations should actively work to achieve an inclusive workplace for their employees. It is the responsibility of the leaders to create an inclusive work environment which can recognize and leverage all the unique traits, talents as well as experiences of the team members.

Inclusion is not about diversity. It’s about competitive advantage. And it’s a choice.

Inclusion involves fostering the structure, culture, and mindset of a leader. Incorporating inclusive leadership, allows and encourages each member of the team to have a voice and bring out their best by performing to their potential.

How can you be an inclusive leader?

  • Are you able to recognize your unconscious bias? It is impossible to understand all the values, beliefs, rituals of each employee at work. But you must work to understand your own unconscious bias. To be an inclusive leader you must be aware when you are making assumptions.
  • Do you respect individuality? To become an inclusive leader, you need to respect as well as embrace individual differences, different ideas, and ways of working of your team members. Do not ever expect your employees to be the same.Recognize the value of your team that composes a wide range of skills, passions, and viewpoints. Kristie Rogers, a management professor who researches respect in the workplace, explains how respect for individuals delivers a range of benefits: “Employees who say they feel respected are more satisfied with their jobs and more grateful for, and loyal to their companies.Hence, being an inclusive leader, if you are having respect for individuals in an inclusive workplace, it will not only benefit the employees but also benefit the organization.
  • Does your organization has cultural norms? When these norms are not written anywhere, new employees can know them. Under inclusive leadership, it is the leader’s responsibility to proactively look for ways to make employees feel comfortable. It also focuses on not overlooking the small things. You should get back and amplify your team members’ points with a comment.
  • Do you respect the uniqueness of your team? As an inclusive leader, you must notice and talk about the differences of your team members without making any team members feel objectified. As a leader, you will be more successful when you see and respect the unique qualities of each team member.
  • Do you trust your team members? If yes, then it is a sign of being an inclusive leader. Having an inclusive leadership makes you commit to “We” before “Me”. How will you bring expertise to work?Your team members must trust you and the same way, you should trust them too. Fostering trust between each other enables your team members to feel safe and make them contribute their unique perspectives.
  • Do you adjust your leadership approach? You must proactively adjust your leadership approach to meet the needs of your team members. Inclusive leadership demands an ability to recognize team members’ preferred way of communication.Inclusive leaders can prove their adaptability by not only being flexible but also being open in making adjustments that enable team members to perform at their best.
  • Do you recognize that collaboration is essential to achieve team goals? Inclusive leaders know the importance of sharing ideas, resources as well as energy to execute team goals and create an inclusive environment. Inclusive leadership will demand your team members to work with and not against one another.It is also required that all the team members look out for others on the team so that no member of the team fails. You, as an inclusive leader, must build collaboration both within and across your team, gather the diverse perspectives of your team members, and leverage a range of experiences.While doing so, an inclusive leader can create an environment where your team members feel empowered to offer ideas and expertise to each others. This will make your team members accountable for giving their best effort to ensure the success of the team.

If you as a leader wants to effectively lead your team members and build strong workplace culture, inclusive leadership is considered of utmost importance.

In short, inclusive leaders recognizes the individual differences in the team, listens to his/her employees’ voices, and utilizes their talents as well as skill sets to achieve greater organizational impact. When the leaders know how to create an inclusive culture, the organization can gain the most from each individual’s knowledge and experience.

Training New Hires!

Posted on by Imarticus Learning

Training New Hires!

Among the top factors considered while ranking a job or an organization, training and career development are the top two. Studies on employees across the globe have shown that at least 40 percent of newly hired employees stayed longer at a company due to the training courses and onboarding processes. Even the most successful businesses may not have the best employees if they do not train their new employees formally.

While some organizations believe that employees should be able to learn on-the-job, that is not entirely true because even though the employees do get to learn a lot after starting to work, the organization should also know how to train their newly joined employees effectively, helping in better retention rates. This is crucial because the lower retention rates mean higher costs of replacing employees.

More than 90% of employees stay back for at least a year if the organizations are able to provide an effective onboarding process. More than 60% can stick around for at least three years if the companies have well-structured training and onboarding programs.

What kind of training is recommended for new hires?

For happy and productive employees, the training managers should provide all the opportunities possible for the training and growth of the new hires. While many employers believe that training new employees is boring or unnecessary, but with the right training, suiting the employees’ needs, they can create a dynamic team of individuals who are best suited for their team and organization.

Some of the best ways to train employees include:

  • Instructor-led training
  • eLearning
  • Coaching
  • Lectures
  • Simulation
  • Hands-on training
  • Role-plays, case studies, and management-specific activities

Instructor-led training

Instructor-led training is a traditional method used for training employees or learners in a classroom, where a presenter presents the learning material. This method is useful for complex topics that require direct contact with the trainer to receive answers to the questions immediately, in detail and as per need. It is flexible. However, this training method is expensive and time-consuming.

eLearning

eLearning utilizes various audio-visual tools such as online videos, courses, and tests for employees. These are more portable than any other form of training because they can be taken over a smartphone or a laptop. The most interesting factor about eLearning is that a large or unlimited number of employees can be trained using eLearning even remotely. eLearning is also a highly-engaging method of training. However, a major drawback of eLearning is without a proper instructional design strategy, it could fail to convey the meaning of the content being delivered to the employees.

Coaching

Coaching focuses on the relationship between an employee and a peer who is more experienced or highly-skilled. It involves one-on-one mentoring which encourages asking questions that may not be easy to resolve in classroom training or instructor-led training. Coaching can be provided in person or online. However, coaching can be expensive because of the hours that go into it.

Lectures

Lectures are used when employers need to deliver large chunks of information to a large gathering of employees. It is a great resource for communicating messages quickly, but it cannot guarantee clarity. This type of training is outdated because it is ineffective in many cases where employees require two-way communication.

Simulation

The best part of simulation training is it is highly compatible and useful for the internet generation. It employs the usage of computer, augmented or virtual reality devices. Even though the development costs for simulations are high, they are an effective and necessary option for training employees who work in a risky or high-stake environment such as pilots, doctors or army, etc. They provide real-life based learning experience so the employees can implement knowledge immediately in a risk-free environment for practice and use the same on-the-job.

Hands-on Training

This training focuses on the individual needs of the employees. It is also known as on-the-job training and is extremely common in many workplaces. Hands-on training provides an opportunity to develop and experiment skills while working. It requires suitable resources to work best.

Role-plays, case studies, and management-specific activities

Roleplay involves activities for employees, where they consider different perspectives and learn quick decision-making skills. It is highly effective in some environments but may not be effective because it requires more time from employees.

Case studies provide a quick and easy way for employees to gain knowledge on common issues in the workplace. The employees can read at their own pace and also during team-building. Case studies are used for topics that need more focus but cannot be used for complex topics.

Management-specific activities rely on the needs of management. They focus on the best practices for managers. These are only an option when all the training needs of employees have been met before pushing them to learn about manager-related issues.

What are the best practices to improve employee training?

To allow the newly hired employees to adjust to the new environment while making the best of their time in the beginning, organizations must focus on improving training for employees without compromising on quality as well as not losing too much time or resources on the same.

Here are a few ways that work best:

Ensure that the training is targeted correctly

No two teams require the same training. The training should focus on the type of job that the employees are supposed to be doing and whether the content in the training is useful for them.

Training should be fun

Make the training process enjoyable, if possible more interactive. The lighter environment helps new employees to open up and communicate with other employees easily and learn more.

The training should be in effect immediately

The employees should be trained so effectively that they should be confident enough to start using the skills learned during the training immediately.

Train only when needed

Even though may be necessary for employees for a head start, it may not be needed at that particular moment. For instance, if an employee can be trained on a skill which is useful in the future, say after 6 months, it may not be needed in the very beginning.

Most successful organizations focus on the training and development of their employees. For the strategic implementation of the company’s policies and procedures, it needs to make sure that all its employees know and understand what to do when to do it, how to do it and why to do it.

Now is The Time For Online Learning!

Posted on by Imarticus Learning

Now is The Time For Online Learning!

With lockdowns galore and in-person presentations a distant possibility now is a time to engage hungry eyes to feast on content online.

Online adult learning is not only a handy mechanism for sharing trendy information amongst colleagues

but also a quick way to get the newest styles on the market as soon as possible.

Slow is a no-go! The key is to optimize certain aspects of the supply chain for the trends to be designed and manufactured quickly and inexpensively and allow the buying at a lower price.

The 5 Essentials for Content that Flows

Let’s overview the 5 musts to grab learner attention.

Go Short – Mini, or Micro!

Short is impactful and micro is the way to go. Produce content with simple objectives and deliver mapped content in quick bursts. Shorts not only ensure easy access but also ensure the content is retained in the learner’s memory. Twice as effective!

Cover Only the Bare Essentials

Focus on your PowerPoints and cover the specifics. Use your assets, package them with an experienced SCORM partner, and add a voiceover to transform slides into a powerful eLearning module.

Chop-Off the Frills

A simple live-recorded video – sans the frills – can ramp-up explanations about the content, to make your knowledge nugget a runaway success. An activity to highlight what the module is all about and to prompt a quick response ensures the engaging module brings your team or your customers up to speed! A plethora of tools – through screen capture or otherwise – let you create and customize videos or you could always work with a pro to up it a notch.

Explore What You Have

Interactivity makes eLearning more engaging. Using existing templates for activities can reduce design and production time. Pop-ups, flashcards, and even journaling activities ensure higher content retention. You can even ask the learners to submit their reflections.

Show it off

Flashes of genius could lurk anywhere.

Discussion and forum platforms are a great place to display your nuggets. Not only are they an effective training tool for adult learners, but also a great way to drive up the level of interaction within your team.

Platforms could be synchronous i.e. everyone accessing the content on offer at the same time – a conference call – or asynchronous, access at different time slots – a discussion board.

Conclusion

Remember to build a thorough map of all the learning topics and the corresponding objective before you start! Doing your homework is the key to not spewing out irrelevant learning.

The only glitch is that some of the learners and entities might be hoarding on cash and saving for the future for all the uncertainty involved in the present situation. About time they value what they are and invest in people for a brighter tomorrow; after all, we wouldn’t have the COVID-19 blunder had we been trained enough.

In the meantime,

  • Go Short – Mini, or Micro!,
  • Cover Only the Bare Essentials,
  • Chop-Off the Frills,
  • Explore What You Have, and
  • Show it off.

Let’s be cheap and grab attention.

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