The transformation of corporate training in the pandemic — why is this an issue of concern? Well, say 2019, when training and development in the workplace used to be relatively simple. Large corporations would just send their brightest executives to MBA or other specialized degree programs. External certification programs, professional development courses, or bringing individuals together in a conference room or off-site venue to go over off-the-shelf training material with an instructor — there were other measures to close additional gap areas.
Before the pandemic, the changing nature of technology and the workplace was already causing firms to rethink and tweak their business models. But now, many traditional beliefs about how to address skill gaps through regular corporate training and development have been thrown out of the water by COVID-19. So, what’s the changing face of corporate training in the pandemic? Let’s get started!
When the COVID-19 pandemic took the globe by storm, many managers had to adjust to totally remote work teams almost overnight. This transition instantly necessitated new and complex project management abilities. 2021 and any concept that this would be a one-time thing has vanished! Now, many businesses are preparing to go entirely or partially remote permanently.
For years, businesses and educational institutions have realized that corporate training’s future lies outside of traditional degree programs. They can no longer wait to put that into practice because of the pandemic — and its consequences.
Due to the rapid rate of change, companies require corporate training alternatives that are both readily available and teach material that is directly relevant to positions and company culture.
That isn’t to say that company-sponsored MBAs or project management credentials are obsolete. Instead, we require alternative learning methods to enforce corporate training in the pandemic. These methodologies should be faster, more flexible, and more targeted than traditional programs.
The ability to add a credential to their résumé or own a certificate with their name on it is a massive motivation for employees to take traditional courses outside of a degree. That has its place, but increasingly, businesses want workers to be trained rapidly on skills having a direct and immediate impact on their jobs, rather than having to complete a course and exam. Companies must find a means to reconcile their own needs with the growth ambitions of their personnel as a part of training in the pandemic.
For instance, a company may have identified a group of managers who are strong in their functional areas and want to invest in corporate training in the future. But who is willing to lose two years to an MBA program? Many of them may hold a master’s degree already.
Hence, finding short-burst learning choices that focus on practical skills is necessary. This situation is where organizations can incorporate the concept of microlearning – where you can segment the curriculum into concise, small learning units or short-term learning activities to enable quick delivery of corporate training content.
The rapid digitalization of work, as well as the sudden transition to remote work, has produced a significant skills vacuum in project management. Many middle managers want quick corporate training to learn how to manage performance in a remote-work environment, deal with the impact on business culture, and navigate rapidly changing IT demands.
Remote learning mostly translates to online corporate training. Now, when you go digital, you cannot only think of desktops and laptops. You need to consider flexibility, and this is where the concept of mobile learning comes in. M-learning is learning via the internet through portable devices like smartphones and tablets that let learners learn on the go.
Many organizations traditionally used classroom sessions or e-learning for training, but now they are slowly moving into m-learning. Through m-learning, corporate training can be made more engaging, exciting, and intuitive for the employees. It merges work and life — a virtual space with services and information on demand. For employees, this means access to technology and training they need, when they need it, on whichever device they prefer to use.
Employers are the ones who sense and observe the pain areas and training requirements of their staff members. However, when seeking partners to help implement training needs, firms should keep a few key characteristics in mind.
It is best to work with partners who have a proven track record in education and corporate training. Colleges and universities aren’t the only options. You can also go for valuable collaborators with a track record of educational and training success.
Employers must choose vendors who truly understand their company requirements. A standard approach will not adequately meet the growing needs of any organization. Employers should look for providers who can deliver a “one-size-fits-one” strategy rather than “one-size-fits-all.”
For instance, a technology- and an app-based learning platform like PlayAblo can deliver faster corporate training and learning reinforcement. It enables effective learning through its engaging platform, resulting in improved employee skills and business performance.
It is critical to choose training courses with a robust assessment component. The coursework should be designed to ensure proper absorption of the subject rather than just participation and completion, as is frequently the case.
Measuring corporate training effectiveness enables you to justify your investment in a training program. It is not possible to talk your way out by convincing management to adopt a new learning tool. You must substantiate your proposal with data points and objective key performance indicators (KPIs). Most importantly, you must be ready to present irrefutable evidence that this investment will positively impact the workforce’s productivity.
In addition, after attending the corporate training session on the suggested learning platform, the learners must demonstrate information retention, confidence in their roles & responsibilities, and the ability to apply the newly acquired knowledge in solving real-life problems at the workplace. In short, showcasing training effectiveness and proving the impact of learning is not a luxury but a necessity.
As the pace of business and technology development intensifies, the necessity to turn on corporate training in this manner will only grow. Organizations that can analyze needs, quantify them, and roll out the appropriate training mix — either internally or through partnerships with third parties — will be more successful.