Microlearning
158 articles on Microlearning.
5 reasons you should be talking about employee engagement
Regardless of an organisation’s size or sector, employee satisfaction is incredibly important. Although each member of staff will be motivated by something different, whether it is receiving a hefty pay-packet or being of assistance to customers in need, every employee requires fulfilment at the end of the day. But while various companies will have certain initiatives in place to ensure its workforce remain content, several overlook the importance of engagement. In many respects, this should be taking greater precedence than employee satisfaction, as the advantages are extensive and the facts speak for themselves. On a LinkedIn blog post, leadership and employee engagement coach Ron McIntrye, revealed: Engaged employees outperform disengaged employees by 20-28 per cent – “This allows for increases in operating income, customer satisfaction, and revenue growth.” Businesses with more engaged employees have 51 per cent higher productivity – “All you have to do is think about when you are personally most engaged then translate that to your people.” Engaged employees take less time off, averaging 3.5 days a year on average – “When you couple this thought with a well-developed well-being program for your staff the results could be exciting for all sectors of your business.” But if
Training taboos you should break
In order to get ahead in the world of business, most companies will have to stand out from the crowd and do something different. More often that not, this will involve bending the rules in someway, albeit legally and legitimately. However, the same goes for training. Even though there are various best practices in place and long-established procedures that most organisations will abide by, a lot can be said for thinking outside of the box and breaking traditional taboos. In many respects, there are no rigid rules or regulations associated with training. After all, it is fair to say most businesses will do anything they can to increase the expertise and adeptness of their employees. Even so, the vast majority of companies will go back to conventional classroom teaching and old-fashioned mentoring in an attempt to educate employees. Unfortunately, more and more of today’s workforce are rejecting this approach and require fresh impotence to learn. With this in mind, here are some training taboos you should seriously think about breaking. Concentrating on skills rather than behaviour Even if you have a competent workforce that possesses a great deal of knowledge about the business and their job role, there is always
How call centres aren’t as bad as you think
On a daily basis, the vast majority of households up and down the country will receive at least one nuisance telephone call. Regardless of whether they are trying to sell you something, access your computer, or steal bank account details, most of us will put the receiver down within a couple of seconds. However, authentic call centres that genuinely want to be of assistance can’t help but get a bad reputation, even if their intentions are honest and upstanding. This makes things incredibly difficult for call centre representatives as well as the organisations reliant on this sales and marketing technique. Employees must carry on regardless in spite of having the phone constantly slammed down on them, which is usually accompanied by an irate rant from the disgruntled caller. Businesses must also keep motivation and spirit levels high in order to achieve call centre prosperity. But in the face of these ongoing obstacles and continual challenges, call centres aren’t actually as bad as you think. For employees, there are several reasons why would choose to work in a call centre environment, whereas businesses can reap various rewards from choosing to pursue this practice. Reasons to work in a call centre
Confidence Based Learning – Everything You Need to Know
Imagine a workforce made up of highly skilled individuals that have a comprehensive grasp of what is required from them on a daily basis. Not only do they have a great deal of adeptness and expertise, these employees also recognise the company’s core values and act in accordance with this. Sounds like an ideal scenario doesn’t it? However, if they don’t have confidence or belief in their own abilities, this knowledge will surely go to waste. A lack of conviction or commitment could be devastating for your company, as targets won’t be met and deals won’t get closed. In recent years, more and more businesses have looked to prioritise Confidence Based Learning over other training tactics and techniques. This way, the organisation can rest assured that its workforce has trust in what they are doing and can work towards shared goals with aplomb. But what else do you need to know about Confidence Based Learning? Here is an overview of its main facets and features. Origins of Confidence Learning Dr James Bruno, a Professor of Education at UCLA, explained much of what we understand about Confidence Based Learning today. Through extensive research, he established a link between knowledge, confidence,
What you’re missing in your employee on-boarding strategy
Seeing as you can’t put a price on people power, onboarding is an increasingly important priority for numerous businesses in a wide range of different sectors. Despite the fact technology has advanced to a point where countless careers are under threat from machines, the indispensable attributes of accustomed employees cannot be beaten. On top of that, the recovery of world economies in recent times has meant more organisations are bringing in new staff, which in turn calls for onboarding programs. This growth has also brought about more mergers and acquisitions, which also calls for amalgamated workforces to be taught about new core values and daily procedures. Even so, the process of onboarding is easier said than done. Turning unfamiliar and nonplussed new hires into productive and effective members of staff in the shortest time possible is no mean feat. During this time, recent recruits will also be formulating ideas about their future with the company, which forces onboarding programs to think about retention incentives too. Therefore, coming up with the right approach has given many organisations a severe headache, especially if it doesn’t have the desired effect. If this sounds like a familiar scenario, read on to find out what
Does the human mind have a finite capacity?
Despite the fact that several of us have trouble remembering certain facts or recalling moments in time, some people believe that the human brain is capable of retaining an infinite amount of information. Neuroscientists have long sought to quantify the brain’s storage capacity. Despite their efforts, outliers emerge, showcasing extraordinary cognitive abilities with their unique minds, defying conventional assessments. The capacity to remember Nowadays, most of us own a mobile phone or have the resources to look up contact details of friends and family members, which means we don’t need to remember telephone numbers anymore. However, if you asked Chao Lu of China to memorise and recall your address book, he would probably stand a fairly good chance. In 2005, the 24-year-old graduate student managed to remember 67,980 digits of pi in a 24-hour stretch and didn’t even take a bathroom break. In addition to just numbers, certain intellectuals can also call to mind complex visual scenes or in-depth details about previous events. But this isn’t always down to training the mind through hours of study. Acquired savant syndrome is when healthy people suffer an injury and suddenly gain incredible recollection powers. Take Orlando Serrell for example, who was hit
Creating an online presence
Back in the good old days of retail, shop owners and chain stores only had to worry about getting customers to walk through the door. This could be achieved by reaching out to local consumers through traditional forms of marketing such as print advertising or radio commercials. Then, more and more outlets and emporiums started to offer mail-order services for their products, which could be viewed in a catalogue or seen on television. Once more, this was another way for retailers to increase exposure and improve turnover. But today, things are incredibly different and it is all because of the Internet. No matter where you are in the world, it is almost always possible to order something online, regardless of the retailer’s location, and have it delivered straight to your door. While this brings about a wide range of benefits for stockists and suppliers, it also poses a number of problems, one of the biggest being presence. Never before has there been such an extensive and overwhelming sales platform that anybody can trade on. So, in this sizeable and substantial environment, how on earth can you create an online presence? Create top-notch high-quality content Ask any marketer what is
Chloe Britton joins Wranx as our Brand Manager!
As a new exciting company, Jon Davies was looking for somebody to be the online presence for everything Wranx and thought a graduate would be ideal so contacted John Hall CEO of Professional Liverpool for support. With a clear objective to promote professional excellence in Liverpool and the City Region they facilitate the development of business and personal relationships among its members enabling access to a variety of support services. John having worked closely with Anne Donnelly, Business Development Manager at the University of Liverpool Management School introduced him to Steve Wood from the Graduate to Merseyside team. Explaining what he was looking for Steve was quickly able to find the perfect candidate. Step Forward, Chloe Britton, an Edge Hill University Advertising graduate with a variety of marketing, retail and sales experience, she had the right balance of skills, experience and attitude to make the role her own. In just two weeks, Chloe has already made an impact by working on a pitch for a global brand and working on important case studies. Other duties she has tackled are maintaining the blog and social media channels, assisting the sales team, and organising PR campaigns to name a few. Very happy with the
Competency Based Education
In today’s commercial environment, where market conditions are precarious and competition is fierce, there are a number of things that could cause a business to fail. But according to recruitment agency Express Employment Professionals, there are five major problems that are more concerning than others and nearly all of which are to do with employees. These are: Inability to Innovate – 83 per cent of companies cited shortage of talent as their number one pressure. Losing Your Competitive Advantage – Employee disengagement costs businesses $328 billion every year. High Costs of Reckless Hiring – 80 per cent of turnover is a result of mistakes made during the hiring process. Poor Leadership and Communication – Two-thirds of companies are more concerned about retention now than they were before the economic crisis. Regulatory Nightmares (US) – In one year, federal regulations can cost businesses over $1.75 trillion. As a result, more and more businesses are prioritising training in order to increase employee ability, enhance personal development, improve retention rates, and ultimately generate higher revenues. One of the best ways to do this is through Competency-Based Education. What is Competency-Based Education? Competency-Based Education (CBE) refers to adaptive outcome-based instruction that caters for the
How to Measure the Effectiveness of your Training
Despite the changing economic environment in recent years, it seems like a great deal of businesses remain committed to learning and development. According to ASTD, the Association for Talent Development, US organisations spend a total of $164.2 billion on training per year. The State of the Industry report also revealed: Businesses spend on average $1,195 per employee. Employees average 30.3 hours of training annually, while members of staff in BEST organisations average 57.7 hours. 61 per cent of training expenditure was internal ($100.2 billion). 11 per cent of training expenditure went to tuition reimbursement ($18 billion). Technology-based delivery of instruction made up 39 per cent of formal hours. This survey of 475 organisations found that senior managers know how important a highly skilled workforce is, as it can be a strategic differentiator. In order to deliver learning, businesses are using both technology and instructor-led training as well as blended solutions to meet the modern-day challenges of teaching employees. But while high levels of expenditure and ever-changing teaching methods prove that several organisations hold training in high regard, arguably the most pivotal question to ask is: In the end, is it all worth it? The importance of measuring the effectiveness of
Closing The Skills Gap
Depending on which online resources you read, the skills gap is either real or it isn’t. At Wranx, we’re of the belief that the skills gap, a term used to describe the disparity between those who are unemployed looking for a job and organisations with jobs that can’t find skilled candidates to fill them, is very real, and that it’s something organisations need to overcome in order to solve the biggest organisational challenge of the 21st-century; filling open positions with suitably qualified and skilled employees. According to last year’s Talent Shortage Survey conducted by the Manpower Group, 35% of 38,000 employees reported some difficulty filling jobs due to a lack of knowledge, skills, and talent. So, closing the skills gap is something organisations should work on immediately. But how should they go about it? A quick search online will reveal plenty of stories about the skills gap with US-based figures and examples to back them up, but there’s few UK-focused articles that discuss the skills gap and what organisations can do to close it. So, here’s our thoughts. If you’re looking for ways to close the skills gap, the answer to all of your problems might be more obvious
How can e-learning content and a learning management system complement each other?
As with other areas in business, learning and development has its own raft of specialist words and phrases. These, of course, help people working in the field to convey ideas clearly and precisely, but they can be confusing for those who don’t have expertise in the area and end up being wrongly used. Two phrases that are often used interchangeably, despite meaning different things, are “e-learning” and “learning management system (LMS)”. The reason for this is that there is some overlap of what they are and both have become more widely used with the rise of the internet. A simple way to understand the difference between the two phrases is that an LMS deals with the administration of learning, while e-learning deals with its actual delivery. More detailed definitions are as follows: · E-learning: learning that people do with the use of a computer or similar technology. · Learning Management System: software used for the administration, tracking and reporting of learning and development programmes. An LMS is one aspect of e-learning, but is no use on its own. In short, it needs some learning to actually manage. This is where your e-learning content comes in. Although an LMS can be
Reading about it is the easy part
See what daily retrieval practice looks like running on your own training content.