Trends in Employee Training

Trends in Employee Training

In reading Denise Pirrotti Hummel, article on Oracle’s site (http://www.oracle.com/us/corporate/profit/archives/opinion/011813-dhummel-1899120.html) she made some great observations and also included some great facts about online training.

Here is a highlight of what she wrote about. Please head over to Oracle’s website to see the article in full.

In the corporate world, it is intended to provide a way to create and deliver specialized content, monitor employee participation, and assess overall performance and completion of courses required by an employer for the professional development of employees in an efficient and cost-effective manner

The economic downturn and fierce cost competition, however, has forced employers to seek out cost-effective solutions that also maximize an employee’s time-management flexibility.

In 2005, LMSs represented a fragmented $500 million market, according to CLO Media. A Deloitte report from 2012 stated, “Few areas of the HR technology landscape are as established, fragmented and filled with customer dissatisfaction as the learning management systems (LMS) market.” According to a survey by the American Society for Training and Development (ASTD), the number of respondents who were very unsatisfied with an LMS purchase doubled; the number of those who were very satisfied decreased by 25 percent.

In short, an LMS is only as good as the learning design, technology, and methodology for delivery that governs it. In crafting our own LMS system, by piloting our program with clients throughout the world, we learned what our clients need and how to meet or exceed their expectations. Here are some of the critical factors we have found to define best practices in learning management systems:

  • Consistent with up-to-date adult learning theory: The system must take into consideration cutting-edge adult learning theory, including providing information at appropriate intervals, pacing passive information acquisition with interactive learning, and providing repetition through interactive and visual modalities whenever possible
  •  Support portability and varied technical standards: The program, whenever possible, should be self-paced and tested in multiple formats, browsers, and devices. If the end-user can log in and log out from multiple computers or portable devices, this provides maximum flexibility for time management, particularly for executives who spend a fair amount of time travelling
  • Support hybrid interaction: The program should provide the “human” element of interaction such as threaded discussions, video conferencing, internal corporate social media forums, or planned break-out sessions to confirm the usefulness of the knowledge and the effective application to the workplace. This way, continuous optimization of the content and the delivery mechanism can be established.
  • Agile: The system should have centralized and automated administration as well as self-guided services. It should be scalable, updatable in real time, and easily customized—including the ability to assemble and deliver learning content rapidly.

 

Denise Pirrotti Hummel, J.D., is CEO of Universal Consensus (an Aon Hewitt Alliance), a cross-cultural management consulting and training firm. Review her article here: http://www.oracle.com/us/corporate/profit/archives/opinion/011813-dhummel-1899120.html