Corporate Training
28 articles on Corporate Training.
How inclusive training can boost employee morale and productivity
A diverse and inclusive workplace can help your business become more innovative, productive and profitable, with inclusive workplaces being 1.7 times more likely to lead their industries in innovation and 25% more likely to have above-average profitability. Statistics also show that inclusive workforces make better business decisions 87% of the time, leading their businesses to achieve 60% better performance results overall. Diversity refers to the make-up of your workforce: ensuring equal opportunities for all regardless of their background. Inclusivity goes beyond diverse hiring practices and team dynamics. Inclusivity is key to creating a positive workplace culture in which all employees feel comfortable, confident and valued. Happy employees are what help your business to thrive! Inclusion in the workplace can help your business function better at individual, team, and company levels. However, proper diversity and inclusion (D&I) training, as well as inclusive training practices, are essential to securing the benefits on offer.
The importance of Learning and Development to drive more turnover
An interview with Sam Lee, Alan Howard Group
A change is gonna come: Rippling the waters of corporate learning
Corporate learning professionals are facing the impact of a wind of change. The way we learn, and the way we think about the way we learn, is about to undergo a shift in shape and strength. In just a couple of decades, learning in the workplace has moved away from being an unpopular necessity and has become an industry in its own right. Technology has been the driving force behind this rapid development and it is technology once more that will bring the new changes we are now beginning to see. Just a couple of decades ago, our experience of training involved teams of bored colleagues, hotel function suites, bad coffee, and more interest in the biscuit selection than in the actual content of the training. Then, in the late 90s, technology came along to change the way we think about Learning and Development. Since those heady days, L&D has moved forward, always evolving alongside the technology. Companies and organisations have built Learning Management Systems (LMS) into their day to day operations. The L&D market of today has an estimated worth of $130 billion. It’s a world we all know, one we’re all comfortable with and it’s about to change
The need for digital skills in the boardroom
Here in the world of eLearning, we talk of the rise in the workforce of Millennials and how they react and interact with technology. We discuss the increasing demands of our new digital workforce for communication. With the workplace becoming our learning space, a digitally connected world of work is what we seek, what we’ve come to expect, and increasingly, what we need. Companies bring in eLearning providers, encouraging this digital workplace culture. We embrace it, and celebrate its many benefits. The Millennial workforce enjoys engaging and interacting in this way. They would. It is after all, their world. They are the digital natives. What about the boardroom? Can the same enthusiasm be expected from CEOs and other members of the management structure? Do they share our passion? Our experience? Do they even share our knowledge of the digital age? Or is it a world they fear, absolutely necessary but at the same time totally unfathomable? It may be time to reboot the boss. There is certainly a gap in digital skills at senior management level, and for a variety of reasons. The point about the Millennials isn’t a joke. Those who were born after the mid 80s are the
Can we afford to train?
2016, a year not without its challenges, it must be said. A year which demonstrated so clearly how quickly and fluidly our world now moves, and how clearly the challenges it brings us are laid out before us. The need to continually question our understanding of our place in this rapidly changing atmosphere has never been so clear. As we come to the end of another year in business and look to the future, thoughts should be turning to what we expect of that future, with regard to our businesses. The year’s end brings endless opportunity, a clean and natural time to make changes and to plan developments. A breathing space to help us assess the year gone by and focus on fresh challenges for the coming 12 months. At this time of year, all our thoughts, all our discussions around business naturally focus on productivity, how to build and enhance it, how to bring positive changes and move forward from the ground we’ve gained in the previous year, and how to find new ways to grow. To grow as individuals, professionally, personally, and of course, to grow as an organisation. It is now that organisations begin to consider budgets
Why your business needs a continuous learning environment
A few years ago when the US had high rates of unemployment, there was a strong suggestion that this was not due to a lack of jobs, but rather a lack of skills. After all, businesses increased their corporate training by 9.5 per cent in 2011, which brought global spending to over $130 billion. However, rather than investing in more courses or programs for members of staff to attend, organisations turned their attentions to technology platforms instead. Coupled with social and mobile tools, these platforms enabled companies to develop and share content, provide employees with training materials when they were needed most, and deliver continuous learning. This represented a shift away from the old ways of formal training, which typically took place in the classroom and involved a teacher telling learners what they needed to know. In its place, continual learning gives staff a more engaging and satisfying training experience, where they can learn informally on the job or at a time and place that suits them. But why does your business need a continuous learning environment? And how can you go about implementing this new approach towards training? Reasons for continuous learning Arguably the main reason why your organisation
Are assessments a top priority for L&D?
It seems like an obvious point to make, but why bother putting your employees through training if they don’t learn anything or develop new skills? This is something a staggering amount of businesses forget, as their priorities lie elsewhere. Seeing as a great deal of time, effort, and resources go into most training programs, the vast majority of businesses will want to make sure that the learning materials cover essential topics relating to the job in question. This is fair enough, but you can’t assume employees will automatically learn and remember what is placed in front of them. For this to happen, you need to continually examine and assess each member of staff to discover whether training has had a positive impact on their learning and development. Thankfully, an increasing number of businesses are starting to recognise this fact and are allocating their training budgets accordingly. Investing in training Following on from the financial crisis, global economies have been progressively improving, which is good news for corporate training. Not only are businesses investing in learning strategies, technologies, and content, they also expect this trend to continue. Furthermore, assessment tools, learning management systems, and mobile technologies are also being given greater
Doing corporate e-learning the right way
Despite the fact that numerous companies still prefer traditional methods of training such as classroom-based teaching, the modern alternatives are proving to be more successful and effective. Take corporate e-learning for example, which is conducted via electronic media and technology. At first, this method of training came in for some criticism, as it removes the human element that certain learners need. But seeing as technology has become engrained in our daily lives, e-learning is now a much more appealing option. Besides, when you take the extensive advantages into consideration, it makes even more sense. Through e-learning, training can be incredibly flexible, as it fits around your employee’s daily schedule and responsibilities. It can also be tailor-made according to your unique wants and needs. Then there are the financial gains. Members of staff do not need to travel to a training centre, saving money in lost time and expenses. You probably won’t need to spend out an extortionate sum for assistance from a training provider either. But in order to reap these rich rewards, you will need to introduce, implement and execute corporate e-learning in the right way. Here’s how: Ensure e-learning is relevant Although this can be said for
The Latest Trend for Corporate eLearning
Despite the fact some organisations used to be somewhat sceptical about adopting eLearning for training purposes, the progressive capabilities of technology mean this form of teaching is now difficult to ignore. In fact, more and more businesses are implementing electronic media and communication technologies for educational purposes in the workplace. However, just like any other aspect of technology, it is crucial to stay on point with the latest trends for fear of getting left behind. So, what exactly is the latest trend for corporate eLearning? Well, in recent years we have seen a number of tactics come and go, with varying degrees of success. For example, Big Data has been on hand to justify expenditure through analysing the ROI of eLearning courses, while personalisation is yet another way of adjusting teaching materials to individual employees. But it seems as though microlearning is really causing a stir in corporate eLearning circles right now. Combined with spaced repetition and gamification, this particular trend could transform the way you upskill and educate your workforce. How and why is microlearning the next big thing? As opposed traditional methods of training, which favours tedious and ineffective classroom-based coaching, microlearning is concerned with teaching individuals in
Finding The Right Training Service For Your Employees
It is understandable why any business would want to puts its workforce through training. From increasing their product knowledge and business acumen to becoming better communicators and problem solvers, the potential plus points of training are vast. However, one of the biggest problems with upskilling employees is the poor return on investment from both a financial and effort perspective. Training can be an extremely expensive exercise, where members of staff don’t actually remember much information. A great deal of money is wasted and personnel are left none the wiser. Therefore, finding the right training service for employees has become imperative. A lot of the time, the themes and topics being covered don’t always match up with each individual’s job role. Sending every member of staff on a single coaching course might be the easiest option, but this doesn’t exactly guarantee positive results. On top of that, a considerable number of teaching and tutoring takes place in uninspiring environments and is structured badly. This results in negative and nonchalant attitudes, which will only have one outcome. But if a business can take a step back, ask itself a few questions about the reasons for training and implement a tailor-made approach, favourable
The value of corporate e-learning
It is often said that people never stop learning, but as the tools to achieve this are constantly developing, it can be difficult to know which are the most effective. One concept that has really come to the fore over recent years is e-learning. Companies are drawn to the flexibility that these platforms allow, but just how good are they at enabling your staff to develop their skills? Corporate e-learning has real value in the workplace, providing of course that you know what training is needed for your staff, and that the right platform is chosen for your specific organisation. Here are some of the main reasons why e-learning has proved such an effective way for the nation’s businesses to train their staff. Cut the cost of training Training is a necessary part of running any successful company, but it can prove costly. There is a considerable expense associated with sending staff on training courses, and there’s always a risk that you might not be happy with the end result. E-learning is typically more affordable than traditional training strategies. It eliminates the need for printed materials, and of course paying for the time and expertise of the person delivering the
What is the “Moments of Need” learning model?
When it comes to any sort of instruction, schooling or teaching, thought leaders Conrad Gottfredson and Bob Mosher believe there are five specific situations where people need to learn. You may not be familiar with the “Moments of Need” model, but it can be hugely beneficial from a corporate training perspective. In contrast to formal methods of learning and knowledge acquisition, which concentrates on achievements and certification, the five Moments of Needs are more concerned with proficiency. This involves a combination of formal, informal, social and real-time learning strategies. Here at Wranx, we are great believers in this multi-faceted approach. Although there is a time and place for classroom-based teaching, this needs to be complemented by additional techniques and methodology such as on-the-job training, advanced learning and gamification. This is what our training system endeavours to deliver. Multi-device supports means learning can take place in the working environment, spaced repetition is a way of improving long term memory retention while games and challenges increase engagement and interest. While our solution here at Wranx shares a lot in common with the Moments of Need learning model, it is still important to look at each of its five steps to see whether
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