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How to be an Outstanding Trainer in the Age of Online Training?

Creating online training programs for a business is far from simple. On the other hand, improving your online training skills is a lot easier when you know where to begin. Perhaps a shift in mindset, training and development tools that have slipped under your radar, or more empathy will suffice. Irrespective, this is the guide you've been looking for -- if you wish to learn how to be a remarkable online trainer in the age of digital corporate learning.

The Must-have Skills for an Online Trainer

To be effective, every trainer must possess specialized talents as well as online training and development tools. Let's start with the following list, which comprises both soft and hard training skills.

Exceptional research abilities

Research is one of the most critical hard skills a trainer should have. Let's talk about internet research now that it's 2021. Internet research is both advanced and analytical. The World Wide Web offers a lot of hidden gems, some of which you'll learn about in a minute. Start by using specific keywords in Google's powerful search box. Add quotation marks (“ “) to search for the exact keyword or phrase and use the minus sign (-), so your search engine can avoid the search term that might be giving you erroneous results.

Strong communication abilities

People are the focus of online training. What distinguishes us from the rest of the living world is our ability to communicate directly. As a result, communication is one of the fundamental trainer attributes and talents you'll need to be a successful trainer. Indeed, it has the potential to make or ruin a learner's experience.

Organizing abilities

Strong organizing abilities will always get you a long way as a person and as an online trainer. You'll be able to keep on track if you have skills like time management. Before deploying an online training program, trainers must accomplish several duties in learning, training, and development. From gathering the necessary resources to properly providing training, mastering organization is essential.

Critical Resources for Online Trainers

The four basic types of training and development tools that every trainer should have in their toolbox are as follows:

LMS (Learning Management System)

A Learning Management System is the most incredible training solution for instructors who wish to develop courses, manage users, and track the progress of their online training and students. Trainers should be able to do more than merely use an LMS. They should know how to get the most out of it with the least amount of effort.

PlayAblo's LMS has a collection of pre-built online courses, allowing you to provide training on various soft skills without having to start from scratch.

Tools for creating content

To appreciate the benefits of eLearning authoring tools, you must first comprehend the definition of an authoring tool. Authoring tools are software platforms that allow trainers to incorporate various media and multimedia files into their training to make it more engaging. An e learning platform tool, for example, sounds like the ideal way to go if you want to create interactive courses.

Tools for video editing

Video editing software is one of the most underutilized training tools for trainers. Videos are compelling because they provide a vivid and exciting learning experience. Please make use of them.

Use of social media

Yes, social media is a training tool. Although it may appear strange, social media may be an efficient training and development tool. If you haven't noticed, big social media platforms such as Twitter, Instagram, TikTok, Pinterest, Facebook, YouTube, and others are experiencing a massive uptick. This fact alone indicates that this is where your students prefer to spend their free time when they have it.

Conclusion

That's all there is to it, guys! To be an effective online trainer, you must develop or improve these essential training abilities and devote time to understanding and mastering the training tools listed above.

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Digital Transformation and its Impact on Workplace Learning

COVID-19 — and within more than a year after the pandemic hit, we have witnessed a huge transformation in the manner organisations in all sectors and regions do business. As per a McKinsey Global Survey of executives: “Companies have accelerated the digitization of their customer and supply-chain interactions and of their internal operations by three to four years. And the share of digital or digitally enabled products in their portfolios has accelerated by a shocking seven years.”

So how can companies stay ahead of their competitors in this new business and economic environment? Well, the answer lies in how well you incorporate new strategies and practices. And what is one of the most important elements of your organisational strategy? Technology!

Most of the companies which have responded successfully to the crisis are those that have introduced technology capabilities. This includes filling gaps in technology talent and the usage of advanced technologies — coupled with increased speed in experimenting and innovating. In fact, digital transformation has assumed a position of high importance in this critical situation.

Almost the entire customer base for businesses is now online. Therefore, companies need to respond to the shift on time by adopting a rapid shift toward interacting with customers through digital channels. The offered products need to be a mix of online and offline platforms.

Again, apart from the customer-facing elements, companies additionally are required to focus on their core internal processes. Digital transformation has become a necessity in areas such as the back-office, production, and R&D processes. And with a majority of the staff operating from remote locations, there needs to be a transition in the way businesses reskill and upskill employees. Cloud migration and online training platforms are some of the tools, which have contributed toward a fast evolution in workplace learning. Not only are these measures cost-effective but they also will prove to be beneficial in the long run.

Why is Digital Transformation Mandatory in Corporate Learning?

The transition of the L&D function to digital platforms such as eLearning makes your training programs FASTER, BETTER, and CHEAPER. How?

FASTER: With the adoption of technologies such as microlearning and mlearning, you can deliver digital sessions anywhere, anytime. You can roll out learning materials to several employees all at once — at one go — even if your workforce is diverse and is scattered across multiple regions. While the traditional ILT classrooms use up time in activities like booking a venue and travel, e learning management system is extremely quick and efficient.

BETTER: Segmenting eLearning modules into digestible microlearning chunks makes it easier for learners to absorb information. It also leads to increased retention rates. What’s more? With the adoption of eLearning, you ensure uniform learning everywhere. You can deliver your training material straight to your employees, allowing them the flexibility to complete it on their own time, in the comfort of their own home. Training materials that are not subject to interpretation by a trainer are more likely to result in training consistency.

CHEAPER: Offline sessions come with several added costs such as instructor fees, venue rentals, and travel expenses. But when you use digital learning technologies such as an online learning management system, you only spend in a one-time implementation process. You cut down on almost all the other extra costs. As a result, you ensure a more cost-effective solution that gives you a better ROI!

Conclusion

In a nutshell, it must be clear by now that digital transformation can make corporate learning and skill development more efficient. But yes, there are certain challenges that you need to overcome while implementing the same. If you need tips on how to tackle the obstacles, we are just a call away!

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The 8 Step Guide to Build a Solid Workplace Learning Strategy for New Leaders

What demands a change to the traditional methods of designing a workplace learning strategy? Well, in the last ten years have witnessed a rapid evolution within the global workforce. Some of the factors responsible for this change are an increasingly competitive business landscape, rising complexity, and the digital revolution. Hence, we have seen a huge shift in the mix of diverse employees.

On the other hand, reskilling and upskilling of the workforce has assumed a seat of prime importance. Why? Consistent uncertainty, a multigenerational workforce, and shorter shelf life for knowledge. Additionally, with a transition to a digital, knowledge-based economy, we have witnessed a vibrant workforce. And as per McKinsey, “Research suggests that a very significant percentage of market capitalization in public companies is based on intangible assets—skilled employees, exceptional leaders, and knowledge.”

Learning and Development: The Paradigm Shift and the Role of the New L&D Leaders workplace learning strategy

The aforementioned trends have solidified the significance of the learning and development (L&D) function. L&D leaders must be aware of the changes in the online training platforms to meet the evolving needs of organisations. And this entails the design of a solid workplace learning strategy. The management must take up a broader role in their companies so as to extract the maximum value from training programs and curriculum development. They need to formulate an ambitious vision for the function. And an essential component of this effort is a comprehensive, coordinated strategy that engages the organisation and encourages collaboration.

How to Create a Solid Workplace Learning Strategy?

Designing a comprehensive workplace learning strategy is a systematic process. Although we have outlined an eight-step guide to come up with one in the following paras, you can use your own discretion in following the chronology. In fact, some of the steps can be carried out in parallel, and solutions can be built over time once the overarching strategy is established. But the best bet is to go for a structured approach and then move forward with developing or reviewing an L&D strategy. The steps might appear elementary, but many organisations’ L&D frameworks do not reflect the rigor associated with them.

The Eight Step Guide to Create the Perfect Workplace Learning Strategy

Create a clear vision of your L&D function’s end goals and metrics. Ensure that these objectives are in tandem with the organisation’s strategy and priorities. While developing your metrics, make it a point to consult with all key stakeholders

Make an inventory of all existing L&D activity, inclusive of the name, type, objective, vendor, success measurement, and occurrences

In order to fulfil point number one, design the right curriculum. While designing training modules, make sure that the content is based on both organisational and role needs, innovative & applied solutions, and ROI

If there is a gap between points one and three, you need to revise your curriculum

Have clear definitions of your processes to deliver workplace learning strategy Roles, HR & business interfaces, Learning Management System, budget, delivery, scheduling, tracking

Ensure that you have set your priorities. Following this, set a design, select vendors, and recruit instructors

Once the curriculum is established, devise targeted solutions

Finally, measure your learners’ progress and include the required tweaks in your training modules

Conclusion

As an organisation, you might use several terms to define your L&D function — curriculum, framework, or programs. Whatever be the case, L&D solutions need to fit within a strategy. In fact, each of your solutions must have a relevant purpose, target group, and value. L&D solutions should not be a part of your calendar so as to merely count the number of training days. It should be entwined with your company’s performance goals. And this is how an L&D solution will enable more successful delivery and performance.

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What Should Today’s Workplace Learning Team Structure Look Like?

Today's Workplace Learning teams should be composed of the right people who have been armed with the proper information. The roles of the relevant teams are changing in parallel with the evolution of learning and development. To take on these significant duties, leaders should have the appropriate skills and competences. To understand how modern L&D teams should be organized, you first must understand what prospective employers in new workers. Additionally, you must comprehend what the L&D function means to seasoned practitioners. While some L&D specialists want their team to be part of the organization and its environment, others want them to have a strong drive to learn. Digital competence, on the other hand, a must. Let's look more closely at these points.

The Learning Team Structure in the Modern Workplace

When it comes to the L&D job market, it's clear that the majority of recruiters are looking for the correct mentality and soft skills in their candidates, such as proactivity and innovation. Again, L&D professionals should be able to quantify their influence and contribution. Project management and analytics are the most in-demand characteristics in the hard skills category. Because of the wide range of hiring requirements, L&D professionals must be adept of both leading initiatives and reporting on their progress using data-driven analysis. In addition, for their L&D organisation structure, many organisations choose to hire personnel with an HR background. L&D specialists are currently anticipated to be more digitally adept than the job offers examined previously suggest.

The Changing L&D Organization Structure & New Expectations

Previously, it was generally believed that content developers and programme administrators should make up workplace learning teams. They are now, however, the architects of a learning management software ecosystem. The L&D teams are in charge of the workforce development in order to keep this ecosystem going. As a result, they must become change drivers. They must also be willing to put in a substantial effort in terms of responsibility. Traditional L&D competences have been transformed as a result of these changes in the role. As a result, firms must carefully consider the skilling of L&D team architectures.

A Successful Workplace Learning Team's Three Pillars

In L&D teams, having a varied set of profiles is critical. Individuals with a data analyst or UX development experience, people with psychology and behaviour understanding, and people from the business make up the ideal recipe for a successful learning and development department.

Profiles of Businesses

People with backgrounds in business and customer service have a better knowledge of the needs of the company. They will be able to more effectively translate their knowledge into L&D policies. They also know how to communicate with leaders, decipher their technical jargon, and comprehend the organization's subcultures.

Software Developers and Data Analysts

These profiles allow you to take advantage of data analysis. You can use proper analytics to assist the accountability of the company's workplace learning team. How? Data crunching and analysis are used to assess the effectiveness and impact of corporate training platform. User Experience (UE) and user-friendly platforms are also areas where UX and software engineers may help. As a result, they will be able to create something new and approaches to improve the learner's experience (LX). “An L&D function with outstanding standards on EX (employee experience) is scarce on the market, even if it is an important part of its impacts,” says David Hindley, former HRD for Danone and Disney. It is quite necessary.”

Rounding it Up

The new L&D organisation structure does not imply that established roles will be eliminated. However, it means that in-demand skill sets will change and evolve. Organisations should commit to creating and gaining the L&D attitude as mentioned above in order to meet these evolutionary needs.

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Learning Calendar|Why Your Workplace Needs it!

What are the three critical elements of an infectious learning culture? Boost your employees’ ownership of learning, perfect your compliance training game, and promote personal development? And how do you achieve all of them in one go? By developing a full-fledged, comprehensive learning calendar. When you own and properly maintain a training calendar, you can reap multiple benefits. Let us see what the various upsides of having one in your organisation are:

The Upsides of a Learning Calendar

You can use a learning calendar to:

1.      Keep track of the upskilling process of your employees

2.      Make a proper schedule of when and how to onboard + train recruits

3.      Maintain a consistent compliance training schedule

4.      Share information about training requirements with your peers

5.      Create a culture of learning

How to Make a Create a Learning Calendar?

The design of a learning calendar depends on what type of training culture you want to create in your company. For instance, if your development strategy is collaborative, your workforce will have to be responsible for their learning needs and requesting training opportunities. Again, if your culture is individualised, the HR team or group supervisor will manage the training system. The calendar will concentrate on compliance training or a strategy to close skills gaps in such a case.

An interactive training calendar is a perfect option when every staff member has access to opportunities. Here, employees are encouraged to take on available training to develop as much as possible. We also have personal or team training calendars, which are designed especially for people responsible for managing the personal and professional development of the workforce. Yes, there are multiple methods of making a learning calendar. But the best design is the one that motivates employees to take ownership of their development process.

A Detailed Analysis of Why Your Organisation Needs a Learning Calendar

Manage Compliance Training

Compliance training is vital since adhering to specific rules and regulations is legally inevitable for almost all corporate learning Platforms. Hence, it would be best if you made it a point to dedicate set hours to decide who needs to do what and when. Giving employees specific time to do their training also means that compliance training becomes an integrated part of the job. Several companies find it challenging to deliver compliance training because employees find the sessions monotonous or do not understand the importance. You can solve this issue by setting aside specific time to do training. By doing so, your staff members will not be inclined to worry and rush through the program. Why? They will know that they won’t be losing out on productivity. And when productivity is not hampered, the experience becomes more efficient.

Share Upcoming Training Opportunities

an organisation, you might come up with several opportunities. These can be in the form of skills workshops, conferences, presentation skills lectures. And you never know who might want to get involved. A training calendar will enable you to schedule potential training days. Once you share the information, you can find out who’s interested. And the results might surprise you! Sharing opportunities for training through email or a noticeboard can also provide bonding time for staff, boost morale, and uncover hidden talent within your existing workforce. So give it a try!

Promote a Learning Culture

A culture of continuous learning leads to the creation of a healthier, happier workplace. Why? Your workforce is motivated to learn more and to bring more. To embed a learning culture in your company, one of the primary requirements is to create a collection of learning-centred organisational values, practices, and conventions. One of the best ways forward here is to develop a learning contract. A learning contract enables you to gauge the training needs and wants in your organisation.

One of the quickest ways to develop a learning contract, and thus a professional learning culture, is to invite an employee to give responses to the following four questions:

1.      How do you expect continuous professional learning to generate an impact in your organisation?

2.      Which are the most cost-effective techniques for corporate training platform?

3.      What knowledge and skills are required to reach your end goals?

4.      What are the obstacles in professional learning, and how can they be addressed?

Once you get your answers, summarise them in a single working document. The learning contract is a shared, working document that you can update when you gain more experience. It may be termed as a contract, but it serves more as a memorandum of understanding.

Provide employees with a fixed time slot each week to read and research at work. Formalising time for employee development encourages employees to use the time and will cement your learning culture. You can even ask employees to share what they have learned or the articles they have read with their team to foster mutual development.

Close Skill Gaps

Not everyone in a team is equally efficient. Some of your employees may lack essential soft skills, such as good communication or emotional intelligence. Others might not have the required hard skills. In both these cases, you can use a learning calendar to manage skills within your existing workforce. You can then plan opportunities to close skills gaps. To give you a clear idea, the World Economic Forum lays down the essential skills demanded by organisations:

1.      Complex problem solving

2.      Critical thinking

3.      Creativity

4.      People management

5.      Coordinating with others

6.      Emotional intelligence

7.      Judgement and decision-making

8.      Service orientation

9.      Negotiation

10.  Cognitive Flexibility

Bottom Line

You can also use a training calendar as evidence. For instance, suppose someone is leaving the company. In this case, a training calendar can demonstrate that opportunities were made available to fix the problem, behaviour or skill deficit through informal means and training. Do you wish to learn more about designing the perfect learning calendar as per your specific organisational requirements? Then, you can instantly contact our experts at PlayAblo!

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5 Reasons Why Uniform Workplace Learning is Key to Sustained Success in a Growing Organisation

What are the critical aspects of running an organisation? Your answer might be — sales, customer acquisition, and profits. However, for the long-term, consistent success of any business, you also need to create a culture that can inspire people to collaborate and work together in a friendly environment. Such a culture and work environment is where the mindset of uniform workplace learning for growth thrives.

What is Uniform Workplace Learning for Growth and Why is it Important?

According to a report by the Department for Business, Innovation and Skills in the UK, “employees will often receive different types of training during their employment. While training is delivered primarily in the safety and customer service brackets, it is a lack of consistent training that could cause some problems down the line for your organisation.”

To summarise, when there are various trainers and managers delivering training, it can lead to confusion in messaging. Hence, employees may end up misinterpreting the manager’s instructions. Therefore, finding ways to provide uniform training for growth is a challenge for almost all companies.

It’s true that when training is inconsistent, your employee could lack critical information about your organisation. Such information may include your company policies or ways of dealing with customers. Your workforce must be aware of your company culture. When you onboard employees, you must ensure to impart uniform training to enhance the entire learning experience.

To stress this fact, here are some more data. The same report states that “the percentage of workplaces that offered orientation training grew from 77% to 83%, showing the importance companies put on the onboarding process. If done incorrectly, your employee could have a knowledge deficit regarding your health and safety approach, thereby putting themselves and others at risk of accident, and your company vulnerable to legal suits.”

Training that is not uniform results in knowledge deficit and misinterpretation of the learning material. For instance, if one instructor says x and the other could tell y, it can result in a loss of productivity. It can also cause your staff to be not compliant with current statutory requirements. In the end, you are left in a position where you are unsure if your training has been delivered effectively. Such an outcome might place your company’s reputation at stake. Your workforce learning management system should know everything they need to know about your company. Yes, uniform training for growth is inevitable for an organisation’s success. Let us now understand its benefits in more detail.

5 Reasons Why Uniform Workplace Learning for Growth is Key to Sustained Success in an Organisation

Mitigate Weaknesses

Even your most detail-oriented employees can make mistakes, sometimes. What can we learn from it? You must realise that a mistake is not a failure unless nothing is learned from it. A uniform training program incorporates the learnings from errors across departments in its modules. Hence, employees across the company can hone their knowledge and skills. There is no discrepancy or gaps. You can provide your staff with a clear picture of their strengths and weaknesses. From an organisational perspective, it also minimises weak points and saves your business time and money by avoiding repeat mistakes.

Improve Job Fulfillment

Employees who have access to uniform workplace learning for growth and mentorship programs are more likely to feel valued, engaged, and loyal to your business. They feel accomplished when tackling new challenges and are eager to learn more and advance their careers.

Increase Employee Performance

Which would you rather have – a stagnant business struggling to keep pace with industry advancements or a forward-thinking enterprise with motivated and constantly improving employees ready to tackle new challenges? A team of competent people can give your business an edge over competitors with more resources and superior technology. Help your employees perform at the top of their industry, and your business will flourish.

Ensure Consistency

One of the significant advantages of offering uniform workplace training for growth is that you can be sure your employees are compliant with any legislation relating to the training topic. They will understand your company’s policies and their role within your company. Workers knowing where they stand, and more importantly, what is asked of them, is critical at the start of their employment.

Make Learning a Norm

A one-off, diverse set of employee training courses and seminars appears as a particular situation. Your learners feel that they need to suffer for a while instead of part of the regular workflow. But when you implement uniform training and make it a part of a longer talent development process, it becomes a common practice. Your staff can easily associate this long-running, consistent training regime with concrete career advancement opportunities. Therefore, they will be more inclined to participate in and pay attention to your learning program.

Rounding it Up: How to Incorporate Uniform Workplace Learning for Growth With eLearning?

One of the best ways to ensure uniform workplace learning for growth is to offer online learning platforms. It means that you can deliver your training material straight to your employees, allowing them the flexibility to complete it on their own time, in the comfort of their own home. Training materials that are not subject to interpretation by a trainer are more likely to result in training consistency.

When your employees know and understand everything there is to know about your company, procedures, safety, and products; there is no reason to halt productivity. Consistent training is a feature of every company with high safety standards, and there is no reason not to incorporate it into your company. If you wish to know more about how eLearning can induce uniform learning, you can feel free to contact our experts at PlayAblo.

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How Franchisee Onboarding Can Be Accelerated With eLearning Strategies

The franchising business in India was worth INR 938 billion in 2012. In 2017, it reached INR 3,570 billion, growing at a compound annual growth rate (CAGR) of 31%. The market will reach INR 10,500 billion by 2022, growing at a CAGR of 24% — Source.

Yes, this is an excellent bit of news. However, not every franchisor experiences long-term success. There have been reports of several franchises staying in the market only for a couple of years. Why? Creating a franchise organisation that survives tough competition requires dealing with economic fluctuations and changing customer demands. Hence, the only way out is to deliver a consistent, high-quality customer experience, which is wholly reliant on your franchisees. Franchisees are your brand ambassadors, and they know the game. They strive for not only their success but also the growth of your franchise. They have invested a lot and, therefore, own a working stake in your business. So, how do you sustain them? By delivering high-quality franchisee training.

Leading franchisors dedicate a considerable amount of resources and money to creating the perfect franchisee onboarding training program. But what factors work in tandem to design the suitable franchisee training modules that build a skilled, engaged workforce and attract new franchisees? A robust, comprehensive, ongoing learning solution should produce the desired results like meeting corporate training platform goals, reduced training cost, less training times, boost in sales, and decreased turnover rates.

Therefore, today, let us examine the elements that make a successful franchisee training program. We will also see how eLearning plays a crucial role in reaping the benefits of a comprehensive franchisee onboarding process.

What Should You Consider While Designing a Franchise Training Program? How Can eLearning Help?

Continuous and Structured Learning

The onset of successful franchisee training begins with disseminating basic operational skills. You should then proceed to polish and build these talents over time. For any profitable business, training is a never-ending process. It is a part of the continual organisational culture. With experience, training must be responsive. So, how do you start? Begin with a detailed plan that includes forethought of how to promote a logical skills progression. For instance, after educating your franchisees about the significant, basic tasks, follow it up with soft skill sessions — such as communication, leadership, and solving conflicts. You can complement this with training that targets the personal goals of the trainees — like business analysis, expanded ownership, or advanced sales and marketing.

Franchisees will also require on-the-job instructions so that they know how to tackle the challenges that arise in the field. Offer them resources to solve issues through on-time, flexible learning sessions. These measures boost engagement levels and enhance retention rates. Additionally, keep in mind that different individuals have different learning needs. Try to accommodate everything in your training model by providing a variety of learning opportunities. eLearning can offer Contextual training by incorporating tools like gamification — which stimulate interest and engagement.

eLearning is beneficial in several other ways when it comes to continuous learning. For instance, digital training is asynchronous and is available on a franchisee’s schedule — anytime and anywhere. They can find that ideal balance between personal and professional goals when you offer them a comprehensive Online Learning Management System. For instance, PlayAblo offers bite-sized, on-demand franchisee training, leading to a boost in retention and absorption rates.

Alignment with Individual and Organisational Goals

 A franchisee who is a master of both operational and soft skills is a valuable asset — who deserves a permanent place in your organisation beyond the initial contract period. It would be best to consider ample training opportunities to align the franchisee’s goals with your organisation’s objectives. Tailored and customised learning sessions help the franchisee to fulfil his/her ambitions. — which translate to a boost in financial and marketplace benefits.

Playable deals with customised franchisee training programs that help organisations in realising quantifiable ROI. How? An engaged and motivated franchisee will leave no stone unturned in aligning his/her personal goals with company-wide targets. Organisations can recoup some costs of an extended enterprise technology platform by charging for specific content. Why? Because franchisees are willing to pay for courses that will help them advance professionally.

Continuous franchisee training is vital to groom a modern, agile business. Companies that invest in immersive training programs witness reduced turnover rates and higher profits, among other benefits. Just like your employees, franchisees can take advantage of a good training program — especially a blended learning model (which combines offline and online training). It ensures learning on the job while also providing on-demand, mobile-optimised, and bite-sized lessons.

Transformation of Boredom to Engagement

Franchisee onboarding training involves distributing several complex and long-winding learning materials such as an operations manual, training at the franchisor’s headquarters, and onsite training. You also need to consider ongoing training via refresher sessions.

In each of these steps, ensure that the training sessions are lively and interactive. PlayAblo’s eLearning program offers a mixture of training formats such as video, live class integrations, and quiz-based modules. A combo of the above creates an inviting training environment for franchisees. Moreover, as per studies, franchisees retain more information when they use multiple training formats, which take into account visual, auditory, and tactile learning methodologies.

Finally, after each learning session, you need to ensure that your franchisees have grasped the knowledge required to perform the necessary tasks. So, how do you take care of that? With PlayAblo’s assessment-based e learning management system solution! You should develop an effective online training program that couples assessment tests with certification on core competency issues. Periodic refresher training that introduces new products, services, or procedures must also form a part of the curriculum.

Conclusion

Franchisees are a part of your external workforce, and hence, they hold a unique place in your organisation. They may be independent, reliant, and solo operators, but still, they are an integral segment of your company. Therefore, your L&D team should invest enough resources in allowing them to engage in structured learning. At the same time, you should also consider that they are semi-independent and seek their direction. Hence, leave no stone unturned in designing a collaborative learning program that keeps franchisees connected and loyal to your organisation.

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Corporate Training for the Gen-Z Employee: Everything You Need to Know

The current corporate training scene is packed with buzz about upskilling and reskilling the modern Gen Y workforce. We have spoken about designing eLearning Management Systems to address the learning habits of the Millennial employee. However, there is a new generation of learners grabbing new roles in organizations. Namely the Gen Z, these individuals are born in the middle 90s and have grown up in the 2000s. 

Working in tandem with Gen Y, Gen X, and Baby Boomers, the Gen Z workforce has their own unique learning traits. So we need to address their training needs as well. But let’s first understand their major behavioral patterns. The dynamic Generation Z loves flexibility and is drawn toward technology, especially smartphones. They are used to working in an agile and fast organizational set-up. They are usually workaholics, extremely ambitious, and do not mind additional office hours. Yes, they have a different set of traits.

Since the Gen Z will form a major percentage of your workforce in the near future, it is essential to incorporate their learning expectations in your LMS software. So how do you do that? Let us get started!

Think Visually Rich eLearning Management Systems, Segmented into Micro Modules

Commonly referred to as the iGeneration, these employees are recent college graduates. Since they are quite familiar with the digital world, they are comfortable with remote working models and virtual communication channels. They do not even know how to adjust without the internet. The Gen Z understands how to maintain connectivity 24x7! In fact, they are prone to absorbing information in bites -- from multiple devices and gadgets. They can easily multitask on several screens -- all at once. Hence, you can use this trait to design an LMS software, which is segmented into brief, easily absorbable micro chunks

And these youngsters are drawn to image-rich media -- a trait that defines their engagement with social media. Give them a project and they instantly know where to search for resources -- Wikipedia, YouTube, or Quora -- you name it! Therefore, when you design an LMS software for the Gen Z, think of visually rich courses, embedded with mixed media.

Reinforce Human Collaboration

Gen Z-ers have strong virtual communication and online collaboration skills. Their entrepreneurial spirit enables them to work independently without seeking much additional help. This is a good trait, no doubt. However, to help them build their interpersonal skills, you should encourage human collaboration and connections. You won’t be needing to train them in using technology but you might need to hone up their offline skills. And you can use their online prowess to promote virtual collaboration via forums, group discussions and Q&A sessions.

Introduce Flexibility

Ensure that your Gen Z oriented E Learning Management System is flexible. Again, since this dynamic generation prefers self-study and autonomy, you need to give them more choices and freedom when they pick their subjects to be trained on. Incorporate elements that boost their engagement and self-confidence in the midst of corporate training sessions.

Go Mobile

Gen Z-ers prefer technology that is responsive, easy to use, and accessible. If you use old or complicated software, they might get overwhelmed and simply drop out of the course. Therefore, opt for a mobile first and mobile only LMS software.

Well, this is all for now. If you incorporate the aforementioned elements in your corporate training model for Gen Z-ers, you can efficiently up skill this young, agile workforce!

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Best Corporate Training Strategies to Engage Your Remote Workforce

According to a recent research report on online corporate learning, “72% of organizations interviewed believe that eLearning helps them increase their competitive edge by keeping up with the changes in their particular market.” The same study also suggests that “eLearning takes 40% to 60% less employee time than traditional education.”

Time and again, we have reiterated the multiple benefits of an online corporate training model. And now, with the surge of the COVID-19 pandemic, organizations are increasingly leaning toward virtual platforms. Because, whatever be the scenario, knowledge dissemination for existing and new employees cannot stop. Learning and development has to continue if your workforce needs to stay updated with the latest product, service and industry developments -- even when working from remote locations.

Of course, digital learning strategies are a go-to method to enhance your employees’ professional development. It ensures a continuous learning culture within your organization. But how can you make sure that your training modules appeal to trainees, located in diverse places? When they work at their own pace, without supervision, how can you ascertain that they do not get bored or lose their attention? Well, our tips might help you with that!

Take the help of webinars and virtual live classrooms

Short, engaging webinars, covering a vast range of topics, for both professional and personal development, will go a long way in holding the interest quotient of your employees. You can give them lessons on how to manage their working hours, how their productivity affects the company’s goals and business deadlines, or how to tackle common challenges -- arising from a virtual model.

With the correct content, online live classrooms can help your learners to make that transition from passive viewers to active participants. Video conferencing, interactive whiteboards, collaborative code editors, online polls and surveys, live screen-sharing, and live streaming are just some of the ways to enhance the remote corporate training experience.

Use Micro learning

Micro learning offers actionable information that enables employees to use the required knowledge to solve a targeted issue. This allows them to take instant decisions and helps improve business performance. Micro learning, which segments training into manageable chunks, can also be optimized to fit any screen size. Employees can then access courses anywhere, at any time and on any device.

Pick an effective Learning Management System

An effective learning management system (LMS) is an ideal tool to disseminate remote knowledge. When you have the right LMS, you can customize your corporate learning modules and give access to resources to deliver just-in-time, on-the-go training. LMS can also help the L&D leadership to identify skill gaps and determine individual training needs. You can then use this data to create employee learning paths, embedded with different types of training models.

Wrapping it up

Even in a remote model, teams should meet regularly to collaborate on enjoyable online learning sessions. You can ensure that your employees gather via video conferencing or teleconferencing -- at least once every month. You can include activities in these sessions like team-building sessions, storytelling and story-building, quizzes, or games. When you keep your workforce engaged, there is no reason why they will not attend your training programs!