CEOs are always looking to develop their people mostly for two reasons:
- Today’s skills average shelf-life has shrunk down to just five years thus compelling organizations to make their employees constantly learn to stay competitive in the work environment.
- Also, an employee’s career development is the biggest cause of employee retention. If employees are not satisfactorily growing in an organization, the turnover rate tends to be significantly high.
These challenges create immense pressure for the Learning and Development team to create a robust L&D program. Following are the 4 major challenges that Learning and Development team faces:
1. Framing Skillset (Competencies) for the organization
Today’s employees are more inclined towards learning new things and are looking for a job that helps them add more skills to their resume. They are constantly looking for a work culture that is satisfying and fulfilling, which is why the employee development challenges have drastically changed over time. Following points need to be taken into consideration while planning to train an adult:
- Adults are not children, don’t treat them as one.
- Before you compel your learners to learn, ensure that they want to learn voluntarily.
- An adult needs to understand the need for learning. So, before introducing them to the learning program, effectively communicate why it is important.
- Don’t throw a bunch of statistics at your learners, instead understand that your learners are more goal-oriented as well as opportunity-oriented.
- Use their existing knowledge to make their learning experience more effective and efficient.
- Ensure the availability of an informal environment – that is where adults learn best.
Basic Solution: Development of the employees with the required set of skills and set organizational values is one of the most important aspects of successful management. Most of the organizations operate in a hierarchy for streamline flow of operations. People working under each hierarchy requires a certain set of skills to help organizations reach their goals. You can directly communicate to the learner what is expected of them and why it is indispensable.
eLucid’s Solution: eLucid provides an opportunity to map the required skill sets in the learning module. This will help learners capture adroitness while learning. With multiple features available, you can feed specific skills in the modules which will automatically strategize the training helping your learners meet the competency requirements successfully.
2. Personalized Training
77% of L&D experts believe that personalized training is necessary for employee engagement. In an organization, learning opportunities are present at all levels. Whether it’s a new joiner, or someone who just got promoted to a managerial level, or someone who got transferred from one department to another, everyone requires a certain amount of learning to get started. Also, you cannot train your learners who have a different set of skills and knowledge with the same technique. This raises the need for personalized training.
Basic Solution: Create specific modules for your learners that meet their specific expectations and help them optimize their learning process. On-the-job learning is hectic and if you decide for it, you have to make it comprehensive and interesting enough.
eLucid’s Solution: Manoeuvre eLucid’s platform to create personalized learning program and get your learners enrolled in specific programs that you find suitable for them. Understand that every learner has specific requirements and they are already equipped with a certain amount of information. Keeping this in mind, create the program accordingly and get the learner enrolled in them. Precise targeting is the key to success! Assess your learner and develop personalized modules that will precisely target the learners’ shortcomings and help them fill the gap.
If you wish to try creating these personalised learning programs first-hand, you can sign-up for eLucid’s Trial for free!
3. Making Justified Learning More Accessible
LinkedIn’s “2018 Workplace Learning Report” says that the topmost challenge that holds employees from learning is their highly busy and hectic schedule. Also, it has been found that 94% of the employees tend to stick to the same company if it actively invests in their learning and development.
In today’s dynamic environment, speed has become a hindrance in the self-development plan of an employee. A world that is driven by the constant need for growth, employees are always under pressure to get things done as soon as possible. This makes employees hasten their work in an impulsive way. Learning And Development team needs to address this issue and help employees in their learning process.
Basic Solution: You need to accept that it is not easy for your employees to take out the time for learning during working hours especially when they are expected to meet strict deadlines. But as they say, “where there is a will, there is a way”, one can always take out and invest 10 or 15 minutes to grasp a particular concept. So, L&D team can create micro course structures and make it available for learners. In their free time, they can quickly go through the module and enhance their skills.
eLucid’s Solution: eLucid makes its e-learning features available to your learners 24*7 and is optimized for all platforms – be it web, mobile, desktop, or tablets. Also, you can couple the training of hard skills with soft skills using eLucid. The mere idea behind this attempt is to Make Justified Learning more Accessible to your learners. This flexibility will allow your learners to gain skills in their free time, maybe while they are commuting back and forth from work, or during recess, or anything like that.
4. Keeping Your Learners Engaged
One of the biggest challenges is to keep your learners actively engaged in the learning process. Training the employees on hard skills and soft skills requires strategy, but most important is to make them persistent in the learning process.
According to research, approximately 70% of the learning in an organizational environment happens informally. This is actually a great sign. As discussed above, you should always understand that your learners are not kids and they learn better in an informal environment. Another research study says that 68% of employees prefer to learn at work, 58% of employees prefer to learn at their own pace, whereas 49% of the employees prefer to learn only when the need arises.
Basic Solution: With numerous dynamic personalities, you are bound to face problems while creating a learning module. So what you can do is to create a model that best fits the attitude of the entire workforce. This will keep your learners engaged as they’ll be getting what they want.
eLucid’s Solution: Basic solution to the problem sounds easy but how can one decide one single structure of a module that best fits and matches such diverse expectations. So eLucid comes up with a better way to enhance the engagement of your learners. Gamification! Adding gamification features to your learning module proves to enhance the engagement of your learners. Following statistics will back up the above statement and leave you in amazement:
- 90% of the employees who are over 40 years old admit that gamification can help them secure better results for the company.
- 80% of the employees admit that gamification tends to make them more effective and productive.
- 85% of the employees say that they would spend more time on software that is gamified.
As a part of management that deals with the Learning and Development of employees, you are supposed to encounter n-number of challenges. These challenges are not new in an organizational environment and L&D team is always looking for better ways to deal with them. In the contemporary world, you have the option to leverage the technological advancements and address these challenges in the most creative way possible.