There is a lot of effort that goes into designing a successful employee learning programs. The Learning and Development team usually spend many days in finding the right learning program and ensuring that the participants find the program useful. However, many learning programs, regardless of how well designed they are, hit multiple roadblocks which can affect its impact.
There are usually three big hindrances that organizations face when they prepare to implement learning programs in their organization. They are Budgets, Time and Motivation. In a previous feature, we discussed how the L&D team could use technology to address the issues revolving around budget constraints. In this feature, we will examine how technology can ensure that the participant’s time constraint is not a barrier to learning.
Enabling Real-Time Learning Programs To Be Made Available Anytime and Anywhere
Many learning programs are still designed around a traditional classroom. While traditional classrooms work for a limited audience, the L&D team can make the same classroom-learning program available anytime and accessible anywhere by creating gamified elearning ie. an online version of it. There are several tools that enable on-demand collaboration, online meeting, web conferencing and video conferencing functions.
The L&D team can work with the training provider to ensure that these features are a part of the learning program. Taking this hybrid approach also connects employees who would otherwise not have been able to participate in the learning program.
Creating a Repository of Learning Programs Which Can Be Accessed On-Demand
Real learning happens when employees take ownership for their own learning. Taking into account that the L&D has already spent time and effort in designing the learning program, it is very simple to make arrangements to archive the content in the form of e-learning modules that include videos, handbooks of the course material and other resources.
This helps to simplify knowledge transfer across many scattered locations.
The L&D team can also monitor individual learning consumption and track progress, which can then help them tailor learning paths to individual educational needs and learning styles. In due course, it can become a portal where experienced learners can get a quick overview and new employees get access to detailed information.
Making the Learning Program Worth The Participants Time:
Last, but not the least, the learning program needs to pique the participant’s interest. The learning programs can be made fun, interesting and relevant so that the employees sign up for them because they want to and not because they have to. Some innovative yet effective methods to achieve this objective is by including games and simulations, which get the participants to enjoy the sessions and learn at the same time.
The L&D teams can use free design tools such as Canva to market the innovative program and create a buzz. They can get detailed post-workshop feedback by creating easy to fill and beautiful forms using free tools such as Typeform.
In the next feature, we will explore some of the ways in which a participant can be motivated to participate in a learning program.