The same technology that creates the skills gap can also be used to bridge it. With the advent of Al and machine learning, today's training leaders can use data to automatically change workplace behaviors. Training leaders want employees to be flexible, productive and engaged.
To achieve this goal, it is important to emphasize each employee's individual learning experience, tailored to their knowledge development, and how this newly acquired knowledge can be applied immediately.
Employees today come from diverse cultural, social, academic, racial and generational backgrounds. As a result, the same learning and development strategy will not work the same for every employee.
These learning strategies can help tailor training to individual goals and expectations:
1. Provide ongoing personalized learning
Good onboarding practices can improve employee retention by 82% and increase employee productivity by 70%. However, the onboarding process is only the beginning of an employee's journey. Once employees get comfortable with their roles, they will need consistent personalized training to capitalize on their existing skills and develop new ones. One way to provide effective individual training on an ongoing basis is to use people analytics.
A better understanding of your workforce analytics and the effective use of such data allows training managers to not only see the big picture, but to automatically provide individualized learning experiences for each employee based on their unique goals and current skill gaps. This, in turn, will help implement more effective workforce management strategies and improve productivity on a macro level.
2. Start training at the right time
Once employees enter the workforce, they need constant access to resources for challenging situations resulting from skills and knowledge gaps. The study found that 57% of employees expected training to be more timely compared to previous years because it helps provide ongoing support to each employee by providing the right information based on the employee's needs at the right time. In addition, personalization and immediate feedback have a significant impact on employee productivity and engagement.
3. Reinforce existing knowledge
If employees retained 100% of the information after being exposed to it just once, the job of HR and training managers would be easy. However, after just 24 hours, our brains begin to quickly forget new knowledge, and if we forget up to 90% of the information within a month, nearly 70% of it is gone in just the first day. Changing behavior is not only about learning new skills, but also about building on existing skills by reinforcing what has been learned. This can be accomplished by tracking how new information is applied at work or testing new knowledge in a learning environment. If the previous step shows that employees have not learned the information, the training module will be shown again to reinforce the knowledge. This results in a more structured learning experience for employees.
4. Present the information in chunks.
You can't manage behavioral changes in the workplace without addressing specific behaviors, and they vary from employee to employee. Using data from Al people analytics, companies can implement personalized learning to identify and solve performance problems.
Microlearning as a learning and development trend has been around for a long time, and successful companies are already using it for employee development and retraining, but because today's business environment relies heavily on data, a data-driven microlearning program is necessary to gain a competitive advantage.
Today's learners are busy, distracted and overwhelmed by an abundance of information, so they learn and retain knowledge much better when it is provided in small chunks and only when the need arises. In fact, providing chunks of information instead of stretching a course out over a day can increase knowledge retention by 17%.
5. Facilitating knowledge sharing
Enabling employees to share their successes fosters a culture of learning in the workplace. With advances in digital technology, knowledge sharing and learning have become integrated into companies' work processes, and having the right tools to facilitate more effective knowledge sharing among employees can help improve mentoring opportunities and productivity. In addition, knowledge sharing is a powerful driver of innovation and is essential to maintaining ongoing operations and driving company growth.
6. Design training for scalability
76% of employees value career advancement opportunities, and with the rapid evolution of the market and technology, job roles and positions change quite frequently. Today's training leaders must be prepared to engage employees at all levels of the organization and all employees at the individual level. Forward-thinking companies are already investing in training their staff at every stage of growth, using new technologies such as machine learning, etc.
More effective professional development and retraining programs can be developed using a data-driven approach and personnel analytics.