Change has always been a constant. The difference now is that change in our technology-dominated era is taking place at a very fast pace. Today’s mantra, “Keep up or be left out,” has forced organizations to rethink their workplace and workforce strategies.
Here are three ways your organization can leverage the digital age to deploy learning to a global workforce.
1. Reaching Out to the Global Workforce On Time, Every Time
Organizations that depend on traditional training methods and send trainers globetrotting to conduct training sessions will naturally fall behind. The barriers that they face are the same as they have always faced, the greatest one being that employees still (and more than ever before) have difficulty finding time to attend training. With a global workforce, it’s even harder; training must reach employees across several geographies simultaneously.
The digital age is dominated by mobile devices and social collaboration. Competitive organizations are making use of latest technologies such as microlearning, mobile learning and video learning to distribute training to their employees faster than ever. These technologies transcend the barriers of space and time.
The traditional LMS is also being replaced by more agile systems that enable learning to reach a global audience simultaneously. These systems also allow managers to track learning to make sure that learners are on track with their training programs and to gather more information on the effectiveness of their training programs.
2. Empowering Global Employees With Relevant and Just-in-Time Training
Considering the rate at which knowledge changes, L&D departments must make sure that their training programs are always up to date. But by the time knowledge is obtained, assimilated into existing training programs and delivered to learners, it may be on its way out. A second problem is the accelerated rate at which employees are expected to upgrade their skills to keep up with the continuously changing dynamics of the workforce.
To disseminate information to a global workforce, organizations must make use of advanced technological tools to create content quickly and deliver it to learners across geographies. Advancements in online learning make it possible to create, translate and localize training programs in weeks.
3. Connecting With the Modern Workforce
Most of today’s workforce is made up of Generations X, Y and Z, who have either grown up with technology or depend on it to every day. With each generation, knowledge reaches us faster. The modern workforce is, therefore, habituated to instant gratification. Rote learning is passé; employees want to obtain information at the time of need. Instant gratification feeds off of dwindling attention spans; the challenge organizations face is to provide learning when employees need it, in a manner that will engage them, using technology they are familiar with.
Online learning and mobile learning can help accomplish this goal, but they are not enough; training content must be engaging, relevant and have an impact on the workforce. Interactive activities, game-based learning and simulations are just a few of the strategies that organizations can adapt to involve employees in the learning process and make training relevant.
To be successful, organizations have no choice but to adapt with technological solutions and advancements. It’s the only way they can keep pace with the challenges that globalization presents and the only way to beat the ever-growing competition and make a mark on the corporate world.
