Today's HR development is in the midst of an exciting transformation. New technologies, the changing nature of work and the entry of younger generations into the labor market mean that companies need to move away from a culture of training (in which employees have "finished learning" after their training) towards a culture of lifelong learning .
Both your employees and you benefit from lifelong learning in your company. The rapid pace of change in technology means that much training will become obsolete within a few years. In order to keep pace, companies are moving towards flexible, open career models that are more task and project oriented rather than based on original training.
A career is therefore no longer the result of a one-off training course; a career is now itself a training course for employees. By adapting to changes in the labor market and the world of work, employees take responsibility for their level of knowledge. Employees know that they always have to learn new things and do so. They become more adaptable, which also makes their employers more agile as an organization.
The spark of a lifelong learning culture often comes from the bottom up: from teams and smaller departments where managers encourage their employees to learn and share whenever they can and where there is a need to adapt quickly to change. For example, in sales, where frequent meetings, technology and product innovations, customer demands and competitors are rapidly changing the foundations and ways of working.
Most employees expect companies to offer training opportunities and they are most satisfied when they are shown development opportunities. Especially to acquire new skills, diversify their work and gain more autonomy at work - because professional development enables employees to qualify for career advancement. You can build on this attitude. If you show your employees that you encourage learning, they will appreciate it.
However, training alone does not necessarily mean that the training provided by the company guarantees successful employee qualification. It is true that companies are moving towards electronic learning formats, as these are permanently available and require fewer appointments than face-to-face training, for example. However, companies still often lag behind in the production of timely training courses because the process of creating them is complicated (e.g. due to a lengthy concept, many rounds of coordination and complicated software). By the time the training is finished, it may already be out of date. Or the training is lengthy and therefore reduces the long-term success of the training.
Employees who receive training opportunities that help them grow professionally and personally feel that their employers care more about them and are likely to stay with the company longer. Creating such an employee-centered training environment means, on the one hand, that employees learn when, where and how it fits into their daily lives and personalities. On the other hand, it can also mean that employees themselves create content that they feel is worth knowing and make it accessible to their colleagues. The latter greatly shortens the transfer of the latest information when using easy-to-use software.
In their private lives, most people search for information or instructions on Google and YouTube when they are stuck. This is also the behavior of the younger generation, who have grown up with the Internet and its many possibilities. So why should a company forego this opportunity? Offer your employees the chance to access the principles of familiar learning methods.
"Familiar methods" in this case means multimedia experiences, i.e. video formats in which the learning content is demonstrated directly on the object and contains schematic images, textual summaries and a person explaining the facts. The advantage of the video format is the clarity of the content, holistic communication (as no non-verbal information is lost) and constant availability.
This is because digitized content can be viewed at any time in smaller "bites" or via mobile devices in an environment that is convenient for employees - whenever your employees are most receptive. If the available content is also relevant and up-to-date, employees will quickly recognize its added value and access such a knowledge database more frequently.Combined with an attractive format, this makes learning fun.
Employees have long recognized the importance of lifelong learning and are willing to do so. Multimedia formats offer many opportunities to make training courses appealing. If you also give your employees the means to educate themselves in the way they are used to and how it fits in with their lives, they will be delighted. Numerous SlidePresenter customers can already testify to this change in their learning culture. When will you see for yourself?