Home Blog What new trends and technologies can we use to design and deliver modern training experiences? : Modern Workplace Learning Magazine

What new trends and technologies can we use to design and deliver modern training experiences? : Modern Workplace Learning Magazine

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What new trends and technologies can we use to design and deliver modern training experiences? : Modern Workplace Learning Magazine

This is the query that Jo Cook lately requested me within the Training Journal TJ Talks webinar on Tuesday 25 June. Here are a number of the factors I made.

If we simply take into consideration the expertise – particularly the (so-called) studying technologies – what I discover is that they’re primarily used to automate present training practices. But, if we suppose when it comes to new trends – this opens up new considering and doing issues in a different way – and it additionally means we can contemplate different technologies for the design and supply of modern training experiences.  (BTW: I use the time period “training experience” to imply something that L&D does to assist folks be taught – as opposed to a “learning experience” which is what a person has, which can or is probably not the identical factor, and even come from a “training experience”.)

So listed here are Three meta-trends that I’m seeing which present how new considering, trends and technologies can be used to supply modern training experiences.

First of all, VERSATILITY

Many now realise that we be taught at work for a lot of totally different causes – not simply to purchase a new physique of data or a new ability – however to remedy efficiency issues or to enhance the work we are presently doing or maybe even to innovate.  So not all these methods of studying require a course. A course actually solely has one goal to take somebody by a physique of data in a really prescribed approach. Yet we know from the best way folks use Web assets that they have an inclination to dip in and out to discover what they want.

Hence, I’m seeing far more curiosity in producing brief useful resources that can be versatile sufficient to be used for a number of functions (eg JIT training, efficiency assist, and so forth) and which go well with the wants of various folks. I’d subsequently describe them as personalisable (in as a lot as they can be customised by the person involved). It is obvious folks don’t need to have to be instructed how to use a useful resource – and then tracked that they accomplish that – they simply to make use of it how and after they like.

And as soon as these assets have been created, they then change into very versatile. Other providers can be wrapped round them – e.g. a face-to-face session to create a flipped classroom, or a dialogue group to create a social expertise, or they can even change into a part of a studying marketing campaign.

So when we consider the expertise to create these assets, they don’t have to be produced utilizing e-learning authoring instruments. In reality these instruments can constrain your occupied with designing content material – since they usually make use of conventional templates with trivial interactions and quizzes, and so forth. A a lot wider vary of modern content material improvement instruments (each free and industrial) is now getting used to create assets in codecs like podcasts, movies, and so forth. Just check out the Top Tools for Learning 2018 to see what’s in use.

In abstract, a easy useful resource is probably going to be far more practical and versatile than a complicated e-learning course.

Secondly, PFE (PROUDLY FOUND ELSEWHERE)

This is the other of the NIHS (Not Invented Here Syndrome) – which is a perception that organisations maintain that internally created options are inherently higher than exterior options. Today’s L&D groups now realise that they can’t create every part everybody wants to do their present job – not to mention all of the stuff they want to put together for the longer term. So I’m seeing that they’re turning into far more keen to use content material and options out there externally. Their objective is to discover one of the best resolution – and not reinvent the wheel.

But this doesn’t simply imply commissioning exterior options, however curating content material and alternatives that exist already on the Web for his or her folks to use. It could be gathering a set of assets on a subject, or the each day curation of new net assets, occasions and actions (to present a steady method to training) – which is especially helpful for individuals who want to sustain to date with new considering of their business or occupation.

Curation is about discovering the gems on the Web and delivering them in probably the most acceptable approach, and it is a new ability –  however there are actually some glorious curation instruments and platforms (like Anders Pink) to routinely and intelligently curate related assets. These platforms can effectively assist the each day studying behavior that everybody wants to construct.

Thirdly, INTEGRATION

Organisational training initiatives are actually turning into extra and extra embedded in present enterprise work-based platforms reasonably than on stand-alone studying platforms. The most important issue driving this pattern is that L&D now recognises that individuals principally learn in the workflow – as they do their jobs – reasonably than in a separate exercise or on a separate platform.

Hence, L&D are actually internet hosting their assets on their intranet – reasonably than their LMS – in order that their folks can discover one thing shut to hand. And after they arrange studying communities or dialogue teams they’re doing so on their enterprise social networks (like Yammer) or on their crew collaboration platforms (like Slack and MS Teams) – since these are very acquainted, and the expertise that underpins the actual social studying at work. People don’t need to have to use a separate social studying platform.

The magnificence of those new collaboration platforms can be that they’re extremely integratable with different 3rd get together platforms like Anders Pink (the curation platform I discussed above), and different providers (like Twitter) which suggests you can “bring the outside in” – so as to set up modern training as a part of the workflow

But extra considerably, what this implies is that these platforms have gotten a hub for work and studying. It’s now not nearly taking a web-based programs or classroom training – disconnected from the actual world of labor. Learning is now being seen in a really totally different gentle – as a piece exercise – and one that’s extremely performance-focused.

Want to discover out extra, check out Modern Workplace Learning 2019.

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