Effective Use of New Training Strategies in the “New Normal”
Introduction
Businesses are being changing how they operate in the
“New Normal”. Some companies have offered employees to work from home
indefinitely to prevent the virus from spreading.
Remote work offers benefits such as increased employee productivity, flexibility and cost savings to both employees and organizations. HR Divisions are in the process of making guidelines to remotely manage their teams and keep employees trained with the skills to perform their jobs.
Learning organizations can play a main role in assisting
employees make the transition to working from home. These organizations
recognize that business trends involving digital transformation, remote
working, and the future of work will have a significant impact on how they
develop and deliver training. Many organizations are using digital adoption
platforms and adapting their training approach to educate remote employees and
ensure successful skill development
Understandings towards new pathways
Organizations are realizing that training is an
ongoing process and understand that classroom options are no longer viable with
gathering restrictions due to the pandemic. Further, T and D teams know that
employees forget 90 percent of what they have learned within
one week of attending a corporate training class. Another interesting fact is
that 70 percent of employees prefer to learn while they are working. In
addition to that, some 94 percent of employees feel that they do not have the
time to learn at their company because they are overwhelmed by so many
applications. Employees spend 30 percent of a typical workday looking for
information that helps get their work done
New ways of Training and Development
With these challenges, T and D teams must develop new
and creative training approaches. Digital Adoption Solutions, a new category of
enterprise software, enable Learning, Training, and Support organizations to backing
innovative and responsive training. Digital Adoption Platforms (“DAP”) provide
a contextual and personalized learning approach, with continuous training on a
24/7 basis. Employees can learn by doing through an interactive learning based
on a 70-20-10 model where 70 percent of the training is
Learning by Doing, 20 percent peer interaction and 10 percent formal education
Even before the pandemic response, global companies
were increasingly favoring remote and telecommute options. It is the reality of
the moment; online platforms are what works best for most employees and their
current remote-friendly setup. This global pandemic encourages companies to get
creative and problem solve how they handle training and online work
In Sri Lankan context, the telecommunication giant SLT is practicing virtual platforms to train its employees during new normal while restricting people movements ensuring health and safety. Further, the demand for webinars has increased substantially as did the use of self-paced eLearning courses and LMS access.
There is a high demand for online training, probably because employees working from home have more "disposable" time accrued from savings in commute time and other avoidable distractions in the office (unnecessary meetings, gossip sessions etc). Not so surprisingly, employees tended to work longer and harder working from home than in-office, maybe because there is no clear demarcation between work time and personal time.
Conclusion
Prevailing global situation favors use of online
platforms to perform staff training and development. Digital trainings will
provide benefits to both T and D teams and employees, ensuring health and
safety, cost control and effective content delivery in new normal.
References
Gupta, V., 2020. trainingmag. [Online]
Available at: https://trainingmag.com/how-to-successfully-use-new-training-strategies-for-the-new-normal-remote-working/
[Accessed 8 April 2021].
Jacqueline,
H., 2020. Knowledge anywhere. [Online]
Available at: https://www.knowledgeanywhere.com/resources/article-detail/what-will-the-global-pandemic-do-to-corporate-online-training
[Accessed 8 April 2021].
McBride, K.,
2020. TRAINING INDUSTRY. [Online]
Available at: https://trainingindustry.com/blog/strategy-alignment-and-planning/training-and-development-in-a-post-covid-19-workplace/
[Accessed 8 April 2021].
training strategy is built to achieve the.organization's goal . For example, employees must learn new skills or update them based on the organizational protocols.
ReplyDeleteThe training must be
interactive so that it keeps everyone’s attention. It is not always possible to offer individual training.so we need to adopt new strategies like author said. Author has written the concept with the examples.... worth to read
Thank you Saranyah for your valuable comments.
DeleteOnline learning is a form of distance learning or distance education, which has long been a part of the American education system, and it has become the largest sector of distance learning in recent years (Bartley & Golek, 2004; Evans & Haase, 2001).
ReplyDeleteUnder new normal, as explained by the author every organization should have think of providing training in innovative / effective way. Prevailing situation is the time to think on online training platform.
This comment has been removed by the author.
DeleteI agree with you. Thank you Ruwan for your valuable comments.
DeleteTraining and development is defined as a process of systematically developing work-related knowledge and expertise in people for the purpose of improving performance (Swanson, 2001).
ReplyDeletewith this pandemic below options are important for T& D section to replace the traditional methods.
Virtual class rooms
Online training Sessions
E learning
Webinars
Learning Platforms
Thank you Abeetha for your additions to the article.
Delete