As digitalization keeps evolving and in a manner have started taking control over the workplace, onboarding programs are moving ceaselessly from traditional data over-burden to approaches like virtual reality training, gamification, simulations, and many more ways that spread out data throughout some period. As we all know, employee onboarding is a vital process of getting new hires into the fold by providing them with all the rational training and providing with the tools which will get them ahead and be successful. Truth be told, a very much planned onboarding program has appeared to build consistency standards and increase profitability levels at a much faster pace.
At times, people misunderstand the actual meaning of gamification, it is about taking components from computer games to make an interactive, hands-on training module. An effective gamified measure comprises connecting business objectives with advancement, continuous criticism, progress following, accomplishments and rewards, and consummately timing the conveyance of data to forestall data over-burden. Probably the best illustration of gamification in regular day to day existence is the utilization of loyalty points just like how it is at any retail store. In employee onboarding training, such elements make the employees learn at a fast pace and finish the course on time with effective results.
How gamification can be implied easily, here are a few tips/points:
Virtual tour New employees have to know what the organization is about, the goals and objectives, how working takes place. Quite possibly the best approach to develop it is by exhibiting the organization’s set of experiences and culture. Employees will see the internal activities and how it’s become large in the long term and the one who feels an association with the organization is bound to stay. They will likewise be compelling brand delegates for your clients and customers, which means expanded benefits.
Quests Using gamification quests is another fabulous method to improve new employee onboarding inside the organization. The thought behind it is that they can be applied to any training aspect. Exploring from the underlying issue to sorting it out and lastly solving it whole, has its rush. This is a typical strategy used to build their commitment and retention.
Progress and rewards From the earliest starting point, any little accomplishments that employees achieve has to be rewarded. Rewarding for the completion of training doesn’t propel employees to push more earnestly during the onboarding stage. What works anyway is to reward them all through the onboarding training period so they feel valuable to the organization. And while the training is ongoing, the management can track one’s progress and evaluate based on the same.
New employee onboarding is a chance to make an extraordinary first encounter for fresh recruits and set out a guide that guarantees long haul achievement. Gamification can likewise help empower consistent learning and commitment by making the training program all the more intriguing, giving better occasions to communicate with new employees and review their performance and give feedback. The correct training program won’t just enormously improve maintenance and efficiency yet also cut down turnover costs as well.
AtIndusgeeks, we create high fidelity learning/training simulations specific to your needs and work with you to ensure that the outcome of your program is higher. Our solutions are available on desktop, mobile, tablet, and browser-based, making it accessible anywhere and everywhere. #MakeanImpact
Without face-to-face contact, it can be challenging for a trainer to engage learners. A robust virtual classroom platform has tools that effectively nurture and support engagement, giving the facilitator a variety of viable options to involve participants.
Top Considerations When Choosing Αn Enterprise Learning Solution
Discover all the criteria you need to consider for delivering effective and impactful virtual training.
The ability for a trainer to appear on a webcam and share his or her screen with viewers is basic to all virtual classroom platforms, however that can quickly become stale. True learning requires interactivity. Industry experts note that engagement is the key to effectiveness, and to engage participants, a full set of features and options is a must. To them, the platforms that stand out are those that include chat, annotation, polling, breakouts, and feedback, among other features.
A facilitator can build interactivity by having participants raise their hands, answer questions in a chat box, respond to polls, and take short quizzes. They can enable authentic communication among workers in different departments and/or geographic locations. They can foster collaboration among co-workers by assigning them to smaller breakout rooms where they can complete assignments together, and then regroup everyone to wrap up and share insights.
Top-of-the line virtual training platforms enable facilitators to more easily read “non-verbal” communication cues in a digital environment, allowing them to gauge how a session is progressing and who might need some extra attention They can leverage platform features to learn who raised their hand, how many people participated in a chat, or who added ideas on a shared whiteboard. This helps the trainer establish meaningful connection with participants, better understand their perspectives, and gain insight as to whether everyone is absorbing the training material.
Finally, a top-of-the-line virtual training solution is designed to make the trainer’s job easier. Facilitators would rather steer clear of software that presents hassles or is difficult to use. The best virtual training solutions are designed with options that streamline course presentation. One example is persistent session rooms, which allows trainers to set up their room(s) in advance. By activating this feature, they can reuse the session room each time they run that same course, which saves a lot of prep time.
Sophisticated virtual training platforms allow trainers to control the level of participant activity in their virtual classrooms. Some think this is unnecessary. They caution that disabling the chat function “because it’s distracting” is counterproductive; trainers should actually actively encourage chats and discussion.
Yet there are certainly instances when a facilitator may want or need to do so. Although chat tools are important for engagement, people sometimes use them for backchannel conversations that are not relevant. Facilitators can establish ground rules and suggest that participants use a private chat for offtopic messaging and troubleshooting, however, they may value the option of disabling group chat during certain sessions.
There are other legitimate reasons trainers might want to control participant activity in a robust virtual classroom. Network latency can create delays, and overlapping audio can make it difficult for participants to understand what is being said. A facilitator may request that participants keep their microphones muted when they are not talking, however oftentimes not everyone complies. Having the ability to systematically mute all participants can improve the audio quality of a presentation.
Barring participant activity may also be desirable when a company is delivering a large scale learning event or webinar to hundreds (or perhaps thousands) of listeners. In such cases, it can be overwhelming if everyone is engaging in separate chat conversations.
Chat and audio are not the only functions that a facilitator might want to control. Some virtual trainers might want to filter certain activities. For example: In a large virtual classroom, asking all participants to do an annotation exercise can become unwieldy. In a robust virtual classroom, the trainer could ask only those participants whose birthdays fall in the month of August, for example, to annotate their reactions on a slide.
Security And Privacy
In the early days of the pandemic, a popular online meeting platform fell victim to insidious hacking where interlopers infiltrated business meetings and took over the screen with inappropriate material. The platform addressed the problem by adding features such as password protection and waiting rooms that organizations could deploy in order to control access and refuse entry to unwelcome visitors.
Similar security and privacy considerations exist in virtual training platforms. Sensitive corporate data or planned rollouts that the company wants to keep secret could be copied or stolen during virtual training sessions. The best virtual training platforms have measures in place to protect against such disasters.
Legally and ethically, learning environments should be safe spaces. Participants must be able to speak freely and share stories without worrying about sabotage. While not all sessions require top-level security, trainers can protect their virtual classrooms from malicious intruders by making sure their platforms have state-of-the-art security and privacy features in place.
As cliché as it sounds, we learn something new every day. At BizLibrary it is one of our core values to be “Smarter Every Day.”
As learning and development professionals you’ve surely already studied how adults learn, but you may be struggling to ensure the principles of adult learning theory are applied to your training through effective techniques.
This article will guide you to make practical changes to your organization’s training program based on adult learning theory.
What is Adult Learning Theory?
Adult learning (andragogy) is the practice of educating adults to develop their knowledge or skills. Adult learning theory contains five key assumptions about adult learners, and using the ideas put forth in this theory can help organizational L&D professionals create more meaningful learning experiences for employees.
Principles of Adult Learning Theory and Their Application
Malcolm Knowles, the father of adult learning theory, makes the following assumptions of how adults prefer to learn. By understanding these principles of adult learning, you can design a workplace training program that enhances the learning experience and maximizes its effectiveness.
1. Adults and Self-Concept
As a person grows older, they shift from being more dependent to independent. Therefore, the way they want to learn shifts from being instructor-led to more self-directed. Adults need to be involved in the planning and evaluation of their training to fully engage with it.
Allow the individuals in your organization control over the subject matter they will be learning and how and when they access it. Use off-the-shelf content within a flexible platform, like anLXP or an LMS, to allow for exploratory learning whenever an employee can schedule time in their day.
BizLibrary features robust searching and filtering capabilities which help quickly narrow down the topic an employee is searching for to find the right video for every situation. The BizLibrary Recommendation Engine suggests content based on a learner’s assignment, recent learning activity, and profile preferences, just like your favorite TV or movie streaming services.
Another great way to incorporate the self-concept assumption is by offering a soft skills assessment to your learners. During this assessment, employees will find out which of their soft skills could use the most improvement, which allows them to be a part of the planning of their training initiative.
Take our soft skills assessment to see which soft skills you can improve, and then take it to your teams to identify their soft skill gaps.
2. Experience of Adult Learners
As a person matures, they accumulate a growing reservoir of experiences that become an increasing resource for learning. Adults gain more from training when they can pull from past experiences and validate what they’re learning based off what they already know – this adds greater context to their learning. Experience (including mistakes) provides the basis for learning activities.
Instruction should be task-oriented instead of promoting memorization– learning activities should be in the context of common tasks to be performed by employees. They need to solve problems and use reasoning to take in new information.
At BizLibrary, before we write even one word of a new lesson, we need to know what employees DO on the job to get needed results, including knowledge and skills that allow them to perform as needed. Conducting a skills gap analysis can assist L&D professionals in determining the experience level of the employee and what kind of training they need. To produce the desired results, look for the following information:
How [job title] performance impacts desired business results.
What [job title] needs to do to impact desired business results.
What knowledge and skills does [job title] need in order to perform these tasks?
Does [employee or candidate] already possess any of the skills or knowledge needed for [job title]?
Conducting a skills gap analysis can help you to better personalize each employee’s training based on their prior experience. BizLibrary helps to address this through curated learning paths separated into beginner, intermediate, and advanced skill levels for topics such as communication, leadership and management, customer service, and performance management.
3. Adults’ Readiness to Learn
Adults become ready to learn as things arise that they need to know in the moment. Adults want to learn what they can apply right away, which makes training less effective when it’s focused on the future or unrelatable to current situations. Adults are most interested in learning subjects that have immediate relevance and impact to their job or personal life.
Create personalized learning and development plans. It’s not always reasonable and often ineffective to make all employees follow the same learning path. These should be based upon what is most relevant to the individual or group of employees in a similar role for them to be successful. Using an online learning platform, you or your managers can create playlists that are customized to each employee’s needs.
Beyond assigned or recommended training, a curated content library like The BizLibrary Collectionwill allow employees to find training videos on specific subjects in the moment of need.
Most microlearning lessons take 10 minutes or less, so training is available at the tips of the learners’ fingers, whether they want to brush up on negotiation skills right before a big call with a potential customer, take a lesson on how to have difficult conversations with an employee, or anything in between. BizLibrary clients love the fact that our content is accessible from any type of device, at any time, for exactly these kinds of needs.
4. Adults’ Orientation to Learning
Adults’ perspectives change from procrastination to immediate application of learning as they grow. As a result, their orientation toward learning shifts from one of subject-centeredness to one of problem-centeredness.
Since adults prefer to self-direct their learning, training offerings should allow employees to discover and retain knowledge for themselves without depending on others. However, learners should be offered guidance and help when mistakes are made, or a solution to a problem requires others’ input and feedback.
With an online learning library containing advanced search and filtering options, learners can quickly find a lesson or course that will help them address the issue at hand. These off-the-shelf videos make it quick and easy for an employee to find the right topic, take in the information, and apply it to the problem they’re working to solve. With professionally curated video libraries, employees are able to learn in the moment and keep productivity high.
5. Motivation to Learn for Adults
Adults move from extrinsic towards intrinsic motivation as they grow and mature. Extrinsic motivation involves doing something because you want to earn a reward or avoid punishment, while intrinsic motivation involves doing something because it’s personally rewarding to you. Basically, they will learn if they want to learn. They want to be able to ask themselves, “What’s in it for me?” and have a satisfactory answer.
Motivating employees to high performance takes more than a nice paycheck and a “good job.” Each employees’ motivators are different and must be learned by their manager. Some tips on helping employees become intrinsically motivated to learn are:
Autonomy in learning: When employees have choices instead of being instructed to do something it gives them a sense of control and their intrinsic motivation increases.
Relatedness: Encourage social learning with group work to make employees feel connected. When employees feel a sense of belonging, they experience more meaningful relationships and improved performance.
Competence: Employees need to feel that they are equipped to meet challenges in the workplace. Managers can cultivate competence by giving tasks that may be challenging and then providing feedback and information on how to complete the task.
Use Science and Adult Learning Theory for a Stronger Training Program
Adult learners recall information best when it is relevant and useful. Therefore, it is imperative to know the reason for learning a specific skill. As they possess a mature mindset, adults are often better at creating solutions to real-life issues as opposed to simply memorizing information. Problem-solving, immediate application, and performance-based tasks are all part of the backbone of adult learning.
When it comes to corporate training and employee development, there’s a lot of information out there. Deciding what strategies are right for your organization can be tough, especially when you’re confronted with dozens of opinions from hundreds of sources.
In this ebook, we’ve researched, read, and analyzed the science behind adult learning and summarized a few practices that science tells us are the best methods for employee development.
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