Technologies like VR and AR, automation, and AI has brought disruption to our expectations for engaging, and experience-based learning.
Workforce agility is congenitally linked to learning and the way enterprises approach L&D has a lot of impact on business outcomes. Even with large enterprises prioritizing continuous learning and development for employees, it proves rather tough to design and implement outcome-based learning programs.
Aspect like employees scattered worldwide, employees working from home, and employee turnover it seems strenuous to design learning paths that fit and caters to each individual and drive positive results.
Here are the 5 must-have features of a successful L&D program.
As the use of technology at workplaces brings complexities for employees and the process has become dynamic, L&D needs to provide access to learning resources “anytime, anywhere, on any device.”
Offering accessibility this versatile has its challenges, but it’s worth it as digital learners value it the most. As per the modern leaners, the ease of access and ease of consumability remains the most important factors in enterprise learning programs.
Programs designed with considerations of pro and cons of multiple devices is key to making learning easier to digest.
Microlearning is also an important aspect of an accessible learning program. Instructors or instructional designers working on the resources won’t require to tweak or update the entire course/video if the resource is divided into smaller pieces.
Immersive Learning Technologies
The current excitement around AR/VR is centred on gaming, but these technologies will have a larger, lasting impact on the L&D.
Virtual labs and simulations are replacing traditional practice sessions and assessments with learning experience platforms where the skills required are taught and practised in simulated environments.
Virtual labs have allowed L&D leaders to add balance in programs with aspects of learning by doing. Customization in these simulations helps learners extend their learning into newer technologies and processes just at the nick of the time.
Sustainment And Retention
A learning program without a plan for application or reflection on a real-world scenario is incomplete. Whether you have a custom-designed or off-the-shelf learning program the impact of training programs can’t be measured if skills are not validated and reinforced.
The real change takes place when the teams work on live projects and use their learnings into practice. The goal of learning programs should be to sustain learning and increase retention. Tools like videos, hands-on labs, resource easy to consume, and social learning leads the way to higher engagement among learners. These tools support teams and L&D outcomes as learners put their learning into practice.
Artificial Intelligence has been used to deliver personalized learning and measuring the effectiveness of learning deliveries.
AI enabled learning management systems provides personalized recommendations that facilitate curated learning paths. These recommendations help us create learning environments which are more engaging and rewarding for your learners.
The more significant impact of AI is around measuring the effectiveness of programs. A well-designed curriculum, perfect execution by instructors, a great learning experience may not be all your organisation needs.
If your employees are not agile, you stand a chance to value and market share. AI is a cost-effective and time-saving tool to manage the quality of training with measured analytics.
Chatbots have been a huge success when it comes to 24*7 support. This success can be repeated if chatbots are used to distribute your training at learners’ fingertips.
As bots help its users and take over repetitive, process-oriented tasks, they can be used as a better engaging tool. Automation used to handle technical and process-driven tasks will help L&D leaders spend more time on value-added takes which require creative and objective thought.
Enterprises embracing automation need to work in proximity with L&D to verse employees to work with new tools and technologies.
The role of L&D is going to shift towards being more creative and objective as the process moves towards automation. Moving forward, L&D will need to ensure design and delivery for more complex learning requirements in organisations. This seems to be an amazing opportunity for Instructional Designers and Instructors.
At IIHT Enterprise Learning Solutions, we enable workforce transformation with rich learning experiences. Our deep expertise and 25+ years of experience in corporate training enable us to create training programs that deliver highly engaging, immersive learning experiences that ensure learning agility.
With over 3000+ courses to choose from and training delivery models that range from ILT, VILT, Self-Paced Learning to Hybrid Learning, IIHT offers customized training solutions that meet your organizations learning objectives.