Using Technology to Drive Learner Responsibility

The rapid development in technology has transformed the way we regard our workplace in recent years. Technology has modified the way in which we learn. With this explosion of technology, people have started communicating and collaborating in different, more efficient ways. From infographics, to audio and video, to LMS software, to learning over consumer devices like smartphones and tablets and through e-learning programs, people regard training in an entirely different way. With this, comes the ability of managers to encourage employees to take a sense of ownership for their learning and performance. As technology is changing, the way we think about teaching and learning online is changing too.

Reality requires training departments to replace – or at least to supplement – traditional classroom models with a new long-term strategic focus. Better trained employees represent a healthier development line in organizational terms. So, what can training executives do to increase the motivation of employees to value their training in their organizations? Well, here are some useful tips in this regard

1.     Simulate actual working conditions

Successful training does not mean sending a trainer into a classroom session thinking they can bring true change. Even in the case of the most engaging trainers and the most effectively designed sessions. Employee learning must be looked at as a long-term process, not a one-time event. While important information and knowledge may be taught in the classroom, impactful training has to be done through practice. Employees learn better by doing certain actions wrong and learning from their mistakes. Stimulating real working environment, real trainers create learning opportunities for employees, customers and suppliers.

Fortunately, technology has created more opportunities today than ever, so the simulation and costs also become more affordable. Effective training strategists cry out to you to use this technology to your advantage. Think that airplane pilots only learn how to deal with the most risky and dangerous situations in a flight simulator. Think you can apply the same principle in your organization?

2.     Streamline and consolidate the portfolio and sellers

Quit doing unnecessary things. If some courses have no relevance to your business, then get rid of them. Classify better training activities based on your business’s values, and create strategies that you can arrange on a scale. If a program has a low value and relevance, then you’ll no longer need it

3.     Provide permanent access to information

Any young employee will tell you that the work day is not from 9 to 5 anymore. E-mail, mobile devices and the internet have created a new type of freedom in time and space. Training managers can use these tools in the delivery of a portable learning exercise, without depending on the physical presence of a man who is not willing to do that. This represents a huge advantage especially for the new generation, who is used to search for information whenever they need it.

4.     Transform intellectual capital in knowledgeable products

The intellectual capital market explodes in front of you with amazing new technologies and products designed to be of utmost use. As a trainer, you have the responsibility to look for ways to create additional value for the organization and use them to transform knowledge into products or services for your organization. Only in this way, you may succeed in an ever-growing market of opportunities.

Boaz Amidor
Head of Corporate and Marketing Communications at WalkMe and Contributing Author to Training Station blog.