Training Employees

4 Practical Tips For Training Employees Online:

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Today, you can find creative ways to train employees online. Distance learning is becoming an essential part of companies and people’s personal learning. New technologies are enabling education to reach anyone through the internet and mobile technologies. In addition, this practice is being adopted to provide the best training for its employees

 

Making Learning A Cultural Norm

 Learning is part of a process, not a sporadic event. That is, your employees Online need to be in a continuous learning rhythm. In a way, this should be a fundamental cultural value for your team’s success.You need to fortify employees’ minds against change and error. Offer ongoing training and development programs for your employees to learn new skills.

 On boarding training is important. However, don’t just focus on that. That is, you can include courses that also address your learning values ​​and change processes. Plus, it will ensure that when your technology changes, your team is ready to adapt Online.

 Give Employees The Power To Teach

 Perhaps you should observe more and utilize the knowledge of your employees. There are multi-billion dollar technology companies, Google. Even with a huge budget to train their employees, bigger than any other company can dream of, they adopt peer-to-peer employee development strategies.

 Why do they work this way? Pairing high and low performance can lead to significant improvement. For example, the FLiP (Leadership in Practice on Facebook) program uses peer-to-peer learning and feedback to help its leaders develop and grow.

 By strengthening your weakest links through peer-to-peer technology employee training, your entire company will be leading the tech world in no time.

 Give Employees The Tools To Learn Through Innovation

 Employee training should provide technology in learning, but it goes beyond that. Training provides innovative teams!

 For example, we can mention the messaging app Slack . This app provides employees with an interactive training course that uses gamification features such as story characters and branching scenarios. That is, as each employee embarks on a learning journey similar to an exploration game, they encounter new situations and ideas. Even knowing that there are no consequences in real life if you make a wrong move.

 But if a gamification course sounds a little too complicated, there are simpler training and development best practices you can try for your tech workers. For example, free your employees’ minds through optional innovation forums and projects.

 Fast And Accessible Learning

 Ever heard of the Pareto Principle? He says that 80% of the results of, well,  anything  , will come from just 20% of the cause. Applied to training technology employees, then, this rule says that 80% of the performance improvement will come from just 20% of the training program. So the logical advice would be to focus your training on the top 20%, right?

 The problem is, you don’t always know what 20% is. And on top of that, your employees will likely still need the other 80% of learning from time to time. So, in fact, the best tip we can offer you is to incorporate microlearning into your technology employee training and development process.

 Microlearning packages content into small learning chunks, such as short “how-to” videos, that can be quickly and easily referenced when needed. This type of learning is fast, convenient, and specific to the situation employees find themselves in.

 Perhaps one of the best examples of microlearning training of training and development programs for technology employees is Google’s Whisper course. Every time a manager receives feedback from a team member, this course asks them to take a micro-lesson that focuses on improving the same specific area of ​​performance. Now  that’s  tech employee training with immediate effect!

  What Are The Benefits Of Training Employees Online?

 We can put some main benefits that are:  speed, mobility, standardization. But one essential aspect of the learning experience is missing: personalization. That’s our extra point, the fifth tip of our article!

 Personalization is the future of Learning and Development. And for good reason; imagine yourself as a child, having an educational experience that is not guided by a teacher who knows you personally and cares about your needs or your own curiosity and desire to learn. Quoting Gartner’s Sharon George, Udemy writes, “Personalization will revolutionize research and development by providing Online personalized learning experiences for each employee, based on the challenges they face in their role, their professional aspirations, and their personal preferences.”

 Is It Possible To Customize Employee Training Online?

 Of course, customizing an e-Learning course takes more time, resources, and money. However, the benefits of such an effort far outweigh the cost Online. In other words, for this reason, eFront suggests that personalized learning be focused on “high potential employees” in order to prepare them for leadership.

 How Does Personalization In Online Employee Training And Qualification Work?

 The Ed Tech office, in an article on Medium, defines personalized learning as “instruction in which the pace of learning and instructional approach are optimized for the needs of each learner.”

 However, there are many different definitions, but we can see five common similarities between these Online definitions:

 The learning pace is adjusted

Learning objectives, approaches Online, content and tools are tailored and optimized for each student

Learning is driven by student interests

Students can choose what, how, when and where they learn

Learning is often supported by technology

Giving the student the option to explore other educational experiences that may also be useful will create even more engagement. Yes, this kind of customization requires more than a glorified Powerpoint presentation.

 The Future Of Personalization Of Online Employee Training

 ATD, the Association for Talent Development, quotes Dan Lovely, former director of learning at AIG [3]. “I’m looking for much stronger AI engines that really understand each employee: what they’re currently working with, who they’re emailing, what appointments they have in their calendars, both internally and externally. With these kinds of insights, we can offer people more and more suggested learning components that can be very helpful to them.”

 

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