In today’s increasingly competitive business environment, aligning employee goals and performance with their organisation is more important than ever. When employees' objectives and performance align with the organisation, it ensures that everyone is moving in the same direction and motivated to perform at their best. Learning and development play a crucial role in making this alignment happen. By investing in workforce training, employees not only gain increased productivity but are also more compelled to do their best in return for being given the chance to grow.
As a result of the recent pandemic, training delivery methods have changed drastically, with corporate e-learning becoming the main choice due to its easy accessibility and better engagement, further reinforced by the integration of AI to enrich the overall learning experience. Corporate e-learning drives business success, offering a seamless platform for employees to enhance their skills and knowledge.
That said, this type of e-learning has much more to offer for learning and development.
Read on as we take a closer look at how organisations can get more out of their e-learning programmes and unleash their full potential.
1. Diverse learning formats
People learn best in different ways, so it is highly recommended to upgrade your corporate learning management system in Singapore to offer diverse learning formats beyond traditional virtual classrooms and video tutorials. For instance, visual learners learn best from graphical representations, auditory learners prefer video lectures, and kinesthetic learners take away a lot more from interactive simulations.
Therefore, organisations should diversify their learning content to accommodate various audiences, including elements such as simulations, virtual labs, interactive quizzes, discussion forums, and more. This approach fosters more effective learner engagement, better comprehension, and higher retention rates across the entire workforce.
2. Promote social learning
A key factor that often gets overlooked in many e-learning programmes is mentoring, which is incredibly important despite its significant role in social learning, as emphasised in the 70:20:10 learning framework:
● 70% of workplace learning is derived from hands-on experience and learning while on the job.
● 20% from interactions with mentors, coaches, or colleagues.
● 10% from formal learning programs (lecture-style training, coursework etc).
In essence, the human brain has limited memory retention capacity, with research indicating that we tend to forget 50% of what we hear within an hour unless we actively practise it. The 70:20:10 framework emphasises that learning is not restricted to formal training courses alone; it happens organically in our day-to-day work when we apply best practices and exchange knowledge with our colleagues. As a reminder, learners benefit most when they have opportunities to delve deeper into a topic by asking questions, engaging in discussions, and sharing ideas with others. So, having employees actively participate in social interactions encourages them to stimulate their critical thinking skills and further their understanding of a given subject.
By combining this with effective mentorship, organisations possess all the necessary elements to achieve the best outcomes for their corporate e-learning. Hands-on mentorship offers a dependable solution to various corporate learning challenges, including culture building, enhancing employee engagement, promoting continuous learning, and more. This mentorship model also facilitates the transfer of knowledge and cultivates a sense of support and guidance, enabling employees to apply their newly acquired skills effectively in real-world scenarios.
3. Makes courses learner-centric
Games serve more than just enjoyment purposes as they can inspire people to seek out greater knowledge and drive their determination to improve. Thus, introducing features such as leaderboards, rewards, and points within a corporate learning experience platform (LXP) offers brilliant avenues to captivate employees and drive engagement.
In other words, gamification of courses helps foster a greater sense of accomplishment and converts a learner’s mindset from “having to” train into “wanting to” train. By turning employees into active participants in their learning outcomes, organisations harness their workforce’s innate drive to excel and propel them to greater heights.
4. Leverage data analytics in e-learning
Leveraging data analytics in e-learning allows organisations to meticulously track learner progress, comprehend individual preferences, and evaluate performance effectively. By analysing this data, tailored content delivery becomes possible, addressing specific learner needs. Understanding these patterns enables organisations to optimise training programs, ensuring maximum impact and knowledge retention, thereby enhancing the overall effectiveness of the learning experience.
Conclusion
Learning and development contribute directly not just to the employees but also to the business. As more and more employees demand opportunities to learn and with hiring being more expensive than employee retention, investing in learning and development activities is more important than ever and has become an extremely important stepping stone for companies to achieve their goals.