In September, the eLearning Industry released the Top 20 eLearning Statistics for 2019. One of the key take-aways was that an in-depth training program led to a 218% increase in revenue per employee. Stop and think about this for a minute…218% per employee. According to the research, each employee would need to spend approximately 1% or 4.8 minutes each week for organization’s to see this benefit. When weighing the advantages versus disadvantages, an organization who invests in training and engaging employees will reap benefits.

Given the time investment required by employees weekly, what method would be the most effective for organizations? With less than five minutes of training per week required, face-to-face training would not be cost-effective. However, elearning, microlearning, mobile or gamification training could be effective, engaging, relevant and accessible.

Making It Relevant & Accessible

Too much of anything becomes boring…you may love pizza, but if you eat pizza everyday for lunch, you will eventually hate it. The same is true of any training method (i.e., microlearning or  gamification) which have been proven effective for learners. In our table, we list a couple of statistics for delivery and training methods.

Considering the Learners

Our table included delivery methods because elearning and mobile training would be the most effective output for five minutes or less. Depending on the type of learners, these should be considered as options. If the learners are only working in an office environment and will not be completing in any other setting, then perhaps mobile or tablet format is not needed. However, if the learners would be traveling, in a manufacturing, or health environment, a tablet or mobile option could be a relief to some. Those learners who travel may appreciate the ability to complete a 5 minute weekly training while on layovers.

Most learning management systems (LMS) today accommodate training delivery on desktop, tablet or mobile devices. These LMS have become more sophisticated with evolution. For example, data analytics have progressed to a level for more in-depth details on individual and group performances as well as minute details from the lessons. Organizations can be informed of how long a video was watched, how many times an incorrect response was selected or several other items beyond the final score. In addition, AI has become an influence to a few LMS. These are more commonly referred to as Learning Experience Platforms (LXP). With LXP, organizations receive the same convenience of an LMS while learners receive recommendations based on their previous selections.

Final Thoughts…Goals

Every dollar spent on elearning leads to $30 in productivity. As organizations consider updating or developing an in-depth training program, they should think about aligning individual training goals with overall strategic goals. While ‘individual’ does not mean personal for each employee, it does mean goals for each position within the organization. By following this strategy, organizations will ensure employees know and understand their individual path to assist with company growth as well as how to grow themselves within the company.

If you are thinking of updating or creating a training program, take about a minute to watch a demo about our process. Quality Analytics Associates can answer questions and provide a free initial consultation.

As the year closes, we often find ourselves reflecting on the wins and losses for our training programs to prepare for 2020 resolutions or goals. These wins and losses could be minor or major. A win could be as simple as an increased enrollment for an optional course. On the loss side, the learning and development team may need to consider re-evaluating the LMS due to a high number of employee complaints from unregistered completion status.

Were 2019 Training Goals Achieved?

When considering the organization’s goals from 2019, were they all achieved? Do any of these goals need to continue to be part of the 2020 training strategic plan? If not, why? What issue kept the goal from being achieved? This is important to consider as you prepare your 2020 goals. The same issue could keep a new goal from being accomplished.

How Do You Want to Move Forward?

After reviewing the 2019 training goals, what was considered to be your top training priorities by the employees and leadership? If you do not know, this should probably be your first goal. Simple idea, but overlooked because we often feel that we know what employees need and want.

Take time to consider conversations in the break rooms, at lunch and after training sessions with others throughout the year. What did others tell you they liked or did not like about the training environment, courses, or in general? Are there simple adjustments that can be made to improve the training experience? What short-term and long-term goals are required for 2020?

Next Steps

Depending on the training goals or resolutions, QAA’s consultants can provide experienced consultants who understand how to offer insights and recommendations while following an organization’s procedures. Our services and products are based on analysis and evaluation. Contact us to schedule a free consultation and ask about our New Year discounts.

14 November 2019

Suffering in Silence…Not So Much

Employees are the heart of any business. When they are suffering, the company suffers. This means that training is vital to any company or organization. Any organization? How can that be? Your company may a small mom and pop restaurant or a large scale manufacturing plant. However, on an employee’s first day, they are given directions for where to place personal belongings, proper attire to wear for safety, how to interact with others (employees, customers, etc.), general job requirements, and safe/unsafe areas.

Two Potential Ailments…

Because employees do not suffer in silence, you need to determine which potential ailment is to blame. Is your training program suffering from company growth or limited training team resources? These are common ailments can be found in new and established companies.

Fast-Paced Growth

Start-up processes often only required one-on-one or simple hand-out training. Once staff grows beyond numbers to support these methods, it is difficult to know where to begin, what to do to accomplish the training goals, and how to keep pace with the new hires. Growth is a wonderful ‘problem’ to encounter. However, companies often are not prepared for the details involved with training the larger group of new employees.  

Small Training Teams

On the other hand, companies who have small training teams, find themselves busy with daily details of developing and delivering training. These teams do not have the time and resources to determine which training no longer meets employees needs and/or employees’ training desires. It is by no fault of the small training teams who are with the employees and supervisors daily. Even when these teams hear of an employee’s need or desire, they do not have the time to develop or implement it. 

How We Help

Depending on the ailment of the company, we can provide a training program or a training assessment and/or evaluation. Our ISDs have years of experience and degrees in instructional design. Because of our varied experience, we approach training with a fresh perspective through analysis and evaluation.

Take a few minutes and consider a different view while watching this TedTalk.

23 May 2019

We would love to say that learning analytics is the solution to all of learning and development (L&D) issues. But, I must be honest. There is not a perfect ‘Cinderella’ solution.

L&D’s Search for ‘Cinderella’ Solutions

We all want to find ‘Cinderella’ solution that will fix our training. The solution will have our workforce engaged, improve retention, accepted by all generations, and be approved as well as encouraged by all leadership levels. Oh, and don’t forget. If it is a cheap solution, we would be royalty!

Let’s consider these desired solutions individually. Each seems like a simple request for a training program.

• Engage Workforce – ATD offers ‘5 Ways to Have Satisfied, Productive Employees’. These simple answers require more complex steps to effectively implement.
• Improve Retention – To help this, organizations have been offering to Upskill or Reskill their employees to progress careers. Best practices associated with these programs include internal mobility, rotational training programs or assignments and tuition assistance. 
• Reach Multi-generations – It is easy for organizations to ‘silo’ knowledge and place labels on individual generations. Today’s workforce has more diversity than ever before with 5 generations working side-by-side. Chip Conley provides insights on mentorship between generations.

• Approved/Encouraged by Leadership – We all believe leadership supports training. However, leadership needs to offer their opinions, needs, and desires when training is being designed and developed to increase ownership.     
• Cheap – Everyone understands that training is necessary. We need to know how to operate the new copy/printer/fax machine. But, does it require a 20 minute training that takes people away from their regular work? Consider that question the first time the machine breaks because someone did not attend the training and you need it 5 minutes before an important client presentation.

Take Away

Learning Analytics will not offer you a ‘Cinderella’ solution. It will offer you a solution that fits your organizations needs. Whether that is a running shoe, sandal, or dress shoe. QAA will assist organizations with finding their learning analytics ‘Cinderella’ solution. Contact us for more details.

5 April 2019

Organizations often begin with training at the bottom of the ‘to do’ list. There are so many tasks to complete when starting a new business that training employees is not considered a priority until necessary. In the best situations, it becomes a priority due to a realization of need. For example, as new hires are on-boarded, it is noted that processes could be streamlined through training. In the worst situations, training is necessitated with the occurrence of an incident or accident. Either situation leads to training moving up the priority list.

Building a Training Program

When most training programs begin, employees are provided the basic courses to succeed. These courses include topics like on-boarding, policies, safety procedures and regulations, laws, etc. Depending on the organization size and structure, courses may be offered using instructor led, online, or blended methods.

Making Training a Strategic Priority

As organizations grow, training options become more complex. More employees lead to new requirements based on new hires, promotions, new projects, new policies, updates to existing policies, company goals, vision, and mission. At the same time, leadership is beginning to consider the short-term and long-term strategic goals for the organization. The training needs should reflect these goals and assist employees with meeting personal, team and organization goals.

Conclusion

We need to remember that successful training programs

• evolve to meet organization and employee needs; 
• conduct periodic analysis and evaluation reviews; and
• seek top-down organization reviews of specific training courses.

11 December 2018

After the Caps Fall…

One of our local universities held their fall commencement ceremony this past weekend. A record number of diplomas were given to individuals who spent years earning their degrees. Similar commencements are given by other universities and high schools in the spring, summer, and fall each. Friends and families gather to celebrate the achievements of their graduates.

As the graduates relax and reflect on their accomplishments, they begin to prepare for their next step in their future after the caps fall. Instructional designers and training analysts understand that training and skill development does not end with graduation or beginning a new position. It is irrelevant whether your education includes military, college, trade school, or an apprenticeship. Skill development is a never ending process for everyone.

Training & Skill Development

Our brains have an enormous capacity for storing knowledge. If we compared our brain to a computer, it would have a storage capacity of 2.5 petabytes or 2.5 million gigabytes. With employers providing on-boarding, just-in-time, and annual refresher training for all employees, individuals are completing training often.

There are several methods for delivering the training from eLearning, instructor-led to blended with simple or complex features. Before developing and delivering the training, the most important step is analysis. Organizations must know what training and skills need to be developed or refined. For example, a required two hour training on completing a 10 page form that could be demonstrated in a PDF sample is useless.

Progression & Growth

Beyond the usual training offerings, organizations may choose to set up a mentorship program based on data gathered from analysis. The program may assist

• new employees in becoming familiar with processes; 
• with new roles, responsibilities, or positions; and 
• with preparation of career progression goals. 

The following TedTalk provides details as to how organizations should encourage mentorship based on the diverse workforce. Considering the season of commencements (for all ages), it might be a good time to re-evaluate a mentorship program. Does your organization have one? What is the criteria?