With a remote workforce, companies must adhere to a core set of training content development strategies that maximize remote employee learning.
If you want to keep people engaged and learning, you have to mix, modify and modernize.
How do you efficiently harness internal subject matter experts' knowledge without wasting their time?
Great training organizations understand that the development of training content is integral to enhancing the overall performance of the workforce and achieving business objectives.
Did you know that only 4% of employees feel they have a personalized learning plan? Keeping your employees engaged is critical to improving employee performance, retention, and experience. We know that's not always the easiest task in our connected world.
Both personalized and off-the-shelf content meet important and diverse learning needs, when used properly. To effectively leverage both, you just need a purposeful approach to training content and learning solutions.
Remote training is at the forefront of every L&D professional’s mind as the global COVID-19 pandemic thrust remote working into the spotlight. However, this crisis has merely accelerated a process that was going to happen anyway.
I used to struggle with finding a workable solution for updating our online training courses and found that the best approach was to dig into the numbers and use data.
We remember experiences associated with strong emotions better and with more clarity than non-emotional ones. Therefore, the deliberate fostering of an emotional bond or connection in training would make it easier for learners to recall the information.
How much of global spending on corporate training it is spent on initiatives that are strategically global? Our discipline has the potential to connect people, to create shared understanding and values, and to accelerate change.