Incorporate Learning Process into Your Workforce's Regular Tasks
In today's rapidly evolving business landscape, organizations are constantly seeking ways to help their employees acquire new skills and stay competitive. Effective learning programs are crucial for organizational growth, providing employees with updates on industry developments and training them with the latest technologies. However, teaching new skills effectively poses a challenge for many organizations.
To address this issue, research-based strategies focus on practical application, integration with work tasks, support systems, and modern technology use. One such strategy is Practical Application through On-the-Job Training and Projects. By assigning employees to projects that require immediate use of newly acquired skills, learning is reinforced by doing, enhancing retention and relevance. On-the-job training, such as mentoring, job rotations, or shadowing, also exposes employees to real work situations where they can practice skills.
Another strategy involves Structured Work-Based Learning Pathways. These learning pathways align with job tasks and logically sequence activities to incrementally build skills. Engaging experienced coworkers to model and demonstrate tasks to learners, setting clear goals, and integrating learning within regular work schedules are key components of this approach.
Simulation and Role-Playing Exercises offer a controlled environment for safe practice and feedback before actual application, particularly for skills like sales or software use. Alignment of Classroom and Workplace Learning with Mentorship combines academic or formal instruction with workplace tasks to create authentic learning experiences, supported by mentors who guide and encourage reflection on learning.
Integration of Technology and Personalized Learning leverages e-learning platforms for scalable, flexible, and personalized training accessible anytime. Mobile learning for on-demand skill development and fostering a culture of continuous learning by setting expectations, providing resources, and recognizing achievements are also part of this strategy.
Building learning into an employee's workflow can benefit both the employee and the organization in the long run. Encouraging learners to reflect, assimilate, and embed learnings in their daily work schedule can help them understand and use learnings more effectively. Nudging, or encouraging people with short, focused reminders, can help employees apply their newly learned skills and concepts. Analyzing how learners have applied concepts learnt in real-life situations can help identify behaviors and encourage the use of learned skills.
However, creating an embedded learning experience is challenging. Many organizations struggle to implement effective learning programs and demonstrate a return on their learning initiatives. Learning outcomes may vary among learners due to their capabilities and interests, so assessments should cover these aspects. The rise of automation and artificial intelligence (AI) has disrupted traditional job roles, creating a need for reskilling and upskilling in many organizations. Companies are gradually adapting to hybrid working styles, digital technologies, and business uncertainties, requiring employees to learn new skills to compete successfully.
Contextualizing the learning by organizing it near the place of work can help transfer learning into work and learn practical implementation. Learning programs should have a method for measuring a learner's progress, such as pre and post-training assessments and real-life situation tracking. It is important to measure the impact of learning initiatives to encourage learners to continue learning in the flow of their work.
Training requires employees to devote time away from their regular work, and training often takes place outside the organization, making it difficult to apply classroom learning to real-life work situations. Despite these challenges, embedding learning in the workplace is essential for organizational growth and employee success. By implementing these research-based strategies, organizations can create a culture of continuous learning, enhance employee performance, and ultimately lead to organizational success.
References: [1] Torraco, R. (2018). The 70:20:10 Learning Model: Myth or Magic? Training Magazine. [2] Cross, K., & Strauss, J. (2019). 70:20:10 in Practice: Learning and Development in the 21st Century. Association for Talent Development. [3] Stokes, C., & Hodgson, V. (2019). The Future of Learning: 2025. Towards Maturity. [4] Broughan, D., & Molenda, M. (2019). Work-Based Learning: A Comprehensive Guide for Practice and Research. Routledge.
Artificial Intelligence can be integrated into learning programs to provide personalized and scalable training, enhancing employee development in a rapidly evolving business landscape. By leveraging AI algorithms, employees can receive targeted and flexible learning experiences that cater to their unique needs and interests, contributing to personal growth and professional success.
On the other hand, education-and-self-development initiatives that emphasize hands-on, work-based learning provide valuable opportunities for employees to engage with and practice new skills. Through strategies such as on-the-job training, project-based learning, and simulation exercises, employees can get a first-hand feel for the latest technologies and industry developments, promoting retention and relevance in learning.
