The global pandemic pushed our dependency and usage of technology to a greater extent. From shopping to cooking to learning, online platforms are now the go-to mediums and have given us a newer dimension to grow in all spheres of life.
The pandemic is responsible for dynamic changes adhered by the organizations and employees. Employees have realized the need to opt for fulfilling roles that will add a holistic value and not just monetarily.
Most organizations have adapted the concept of hybrid working which offers employees the comfort of working from remote locations, saving their commute time and the need to take planned breaks. Hybrid work culture is a part of most organizations as it has shown effective results in terms of output, results, and employee dedication.
With offices bringing back ‘Return to Work’ culture, they are mindful to offer hybrid working, flexible working hours and several measures which supports employees to strike a balance between their professional and personal lives.
In this virtual era, digital learning has gained momentum as working professionals have sensed dissatisfaction during their usual work and realised the need to have an upgrade in their learnings and skills which will accelerate their growth.
Work from Home, remote working, and on-the-job learning gave employees the opportunity to learn simultaneously.
Digital learning has enhanced employee experience in various ways:
Mobile learning allows professionals to get 24×7 access to their L&D content which supports them in growing and enhancing their skills at their comfort and discretion.
It is available easily at any convenient time and can be accessed from any location – whether at home or work. This has instilled the culture of on-the-go learning.
Offering the appropriate and necessary skilling results in better employee engagement and learning than a standardized training module which may or may not result in effective learning.
With attention span decreasing, it is important to provide the courses which will result in quality and productive outcomes instead of stagnating heavy modules leading to disinterested and dull employees.
While it is important to have an industry preview, it is essential for employees to understand the nitty-gritty details of their work. Microlearning aids them in getting clarity and simple and short topics which helps individuals to complete modules shorter span without being burdensome.
Byte size learning is effective as it allows time to absorb and adapt to new learnings.
Managing employee lifecycle
Workplaces are monitoring their employees’ work cycle. This boosts employee and employer’s work results as workplaces can offer relevant feedback. Digital learning and Training platforms such as LMS, LXP, FLE are based on the organizations, the sectors, and their requirements.
Receiving personalised feedback and solution elevates employees to deliver quality and visible results and helps in retaining talent as it pushes employees to do better.
Employees feel connected when teams work and learn together. From freshers to team leaders, all are taking an active effort to bridge the gap in skills motivating juniors to embrace these L&D courses than feeling inefficient and inadequate.
Timely interaction and insights from the management such as the CEOs, COOs, and President is a morale booster and their rich experience gives importance to workforce growth, the employees feel valued.
LMS, LXP, and FLE are key learning-centric platforms enhancing employees’ personal and career development in ways suitable for them.
The administration helps to track the employee learning progress and rate how effective is this for their employees. Online learning is often driven by management or outsourced training experts/ modules.
Adding social learning to the mix of training programmes adds balance, higher engagement, and a more collaborative way of learning.