As new learning technologies emerge, companies are striking a balance between technology- and instructor-based learning programs.

As learning needs evolve in the demanding workplace, companies struggle to keep up with the various trends, technologies, and strategies that influence the way training is delivered. How people do business is transforming drastically, and oftentimes companies need to keep up with demands by investing in the development of employees’ skills to keep up with the competition.

A new report from Computer Generated Solutions (CGS) titled “Corporate Learning Predictions, Observations and Trends” revealed that a large majority (80%) of HR and talent management professionals believe that the companies they work for are in “a constant state of change.” This state of change demands companies to focus their L&D resources on two main areas, namely the development of soft skills and the engagement, retention, and motivation of employees.

The modern organization is very diverse, with its offices often situated in various parts of the world, with its employees working in different offices. Because of this diverse landscape, companies recognize that learning and development can no longer be a uniformed activity across all levels and departments.

After all, employees learn in different ways. But the desire for companies to focus on the development and improvement of soft skills and the improvement of employee engagement is indicative that the main goal of these organizations is “bridging communication skills across geographies and generations.”

Last month, we discussed how different learning technologies help keep learners engaged in their training. These training technologies can help target both of the priorities in the report: increasing employee engagement and developing their soft skills. When employees are engaged in their training, they’re successfully absorbing and developing their skills. The more they benefit from training, the more they’ll be engaged in the workplace and perform well in their roles. But how do these companies ensure that this happens? By personalizing training.

We mentioned earlier that workforces are diverse in age, gender, and learning capabilities. That’s why personalized training enables organizations to better connect training or learning materials to their employees. In fact, 80% of companies already agree that personalization is one of their priorities when it comes to corporate learning programs. But aside from how learning is designed for learners, what also matters is the formats that they come in. According to the CGS report, the top three learning formats that have had increases in investment remain technology-based: video, which is expected to experience an increase in use by 70%, followed by mobile at 66%, and microlearning at 61%.

Microlearning has long been touted as the solution for increased learning engagement and material absorption, given the varied times in a day a learner managers to stay alert and attentive in training. Microlearning has become the solution for employees who are easily distracted, preoccupied, and have limited time in a day to truly concentrate on learning and developing new skills. According to The Tech Advocate, microlearning also allows for higher engagement rates that provide opportunities for learners to interact with the material. These are often followed by a quiz that gauges if the learner did absorb the material.

A point to take into consideration though, is that microlearning, mobile learning, and video learning are not erasing instructor-led classes. In fact, the new report also revealed that 65% of companies are maintaining their investments in instructor-led learning programs. This, combined with microlearning, mobile learning, and video learning, make up blended learning, which to this day is seen as one of the most effective and efficient ways to train, engage, and motivate learners in the workplace.

 

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