Internal Training – The Future of Corporate Training

The Future of Corporate Training

According to one-third of employees, uninspiring training content is a barrier to their learning and may cause them to leave their company. According to one study, ineffective training techniques can cost a company up to $13.5 million per 1,000 employees annually. As per a 2015 study by the Association of Talent Development, 62 % of human resources managers believe they are not meeting each individual’s learning needs. Businesses must adapt their corporate internal training programs to meet the needs of 21st-century employees by incorporating new technologies. There are technologies on the market that can customize learning content based on each user’s unique skill gap analysis report.

Related: Corporate LMS

What is internal training?

The L&D department plans and strategies and L&D coaches carry out Internal training in order to develop skill sets, knowledge, and attitude among employees within an organization.
Internal training aims to reinforce knowledge and improve employees’ soft skills. Employees cement their learning by training others. On-the-job training enhances an employee’s skills. Internal training that is modern and effective focuses on mobile digital learning and microlearning.

Why Internal Training for Employees?

In 2019, American businesses spent $83 billion on employee training, up 58 % from a decade ago. Internal Training via digital platforms like LMS is gaining ground on traditional in-person seminars and all-day training sessions. Learning opportunities can occur anywhere, and anyone can create them.
As a result, L&D is expected to play a critical role in the organization’s digital transformation and growth. Corporations will not be able to keep up with their competitors unless they embrace these internal training platforms to improve their business models.

8 Tips to boost Internal Training within the Organization

• 1. Microlearning for internal training

  Lessons are broken down into easily digestible, bite-sized chunks in microlearning. The likelihood of knowledge embedding increases dramatically when core information and only a few topics are covered in a single lesson. Using the right chunking strategy can also help with efficiency. It is possible to create a highly effective micro lesson plan with completion rates of 90% or higher by using reinforcement.

  Related: Microlearning LMS Software Platform

• 2. Mobile Learning for Internal Training

  Because smartphones are so widely used, it makes sense to take advantage of this when planning internal training. While most online employee training platforms are mobile-friendly, the user experience is poor, which causes the learner to become distracted. Microlearning courses can be distributed directly to phones via the cloud using a mobile-based LMS, no matter where they are. As a result, it’s a bit of a paradox that some of the best internal training can be done on phones from outside the company. This is especially true when it comes to training Millennials.

  Related: Mobile Learning LMS

• 3. Using peer-to-peer learning to provide internal training

  Your current employees know more about your company’s internal policies, practices, and procedures than anyone else. Therefore, using their experience to deliver internal training makes sense because learner-colleagues can better relate to them and what they say. It also makes these newly-hired teachers feel valued, resulting in a higher-performing workforce.

  Related: Peer-to-Peer Learning

• 4. Internal Training Templates

  Memorization by rote is a time-consuming and ineffective method of learning. Choosing multiple choice answers in a long, uninteresting eLearning course is also tedious. On the other hand, learning stops feeling like learning and becomes more engaging and effective when interactive. An effective way to accomplish this is to use pre-made, interactive templates where simple questions and answers can be uploaded to elaborate-but-simple interactions. Here you can find a library of more than 50 interactive internal training templates.

• 5. Gamification of Internal Training

  Gamification is a step up from interactivity. This makes learning more enjoyable. In addition, course completion becomes competitive by awarding points for correct or quick answers. Suddenly, boring corporate training can become enjoyable and effective, and course completion rates will skyrocket. There are three different microlearning game templates to choose from.

  Related: LMS Gamification

• 6. Internal Leaderboards for Training

  It’s one thing to use gamification to engage learners, but putting them against one another breeds competition and peer pressure. A leaderboard will encourage students to succeed while also motivating those struggling to improve. Everyone can see how well they’re doing in their online training goals.

• 7. Notifications from the LMS

  To be effective, people must be aware of training courseware, no matter how engaging it is. So, the ability to send individual or group learning management system notifications is a welcome feature, whether it’s informing people about new courses, telling them, they’ve won a prize, or kicking them up the virtual backside to complete their internal training.

• 8. Internal Agile Training

  One of the most severe problems with eLearning courseware is that it quickly becomes obsolete. Because of the complexity and expense of creating case studies are often years old and difficult to relate to, and course updates are rare. An agile SCORM LMS with an integrated authoring tool (that uses templates) is, on the other hand, easy to update. Indeed, a case study featured on last night’s news can be added to a template by adding information. In addition, the learning experience is much more engaging because of the freshness of the data.

  Related: SCORM LMS

The 3 biggest trends shaping the future of corporate training

• 1. Focus on L&D to ramp up

  As companies adopt automation and AI, they undergo a digital transformation. As a result, the knowledge gap between this new technology’s demands and the existing workforce grows. L&D departments are helping companies close the gap.
  PWC surveyed over 1,000 CEOs for their 21st annual CEO survey, 80% of CEOs worry about finding competitive employees. In addition, 76% are concerned about their workforce’s tech skills.
  Companies rely on L&D departments to attract, develop, and retain employees. Therefore, L&D departments must develop training to upskill or reskill many people quickly.
  Companies increasingly rely on L&D to attract high-value candidates as skilled employees become a competitive advantage. As a result, growth and development opportunities are a huge draw for candidates and a reliable retention driver.

• 2. Remote work, learning accelerated

  Online learning programs are essential as companies move toward remote work. Switching from in-person training requires rethinking L&D processes and attitudes.
  Covid-19 accelerated the growing trend of remote work. In 2020, companies scrambled to move online as cities and countries locked down. As a result, L&D departments had to adapt employees to new routines and technology remotely.
  L&D departments must adapt to a dispersed workforce and disaster-proof their learning programs with online learning solutions. Online learning is replacing instructor-led training in companies’ budgets.

• 3. Avoiding top-down corporate training approach

  Traditional top-down management and learning can’t meet the needs of engaged and collaborative employees. Creating a learning culture requires a more democratic system.
  In the past, top management dictated employee learning. L&D gathered training needs from managers and gave them to employees whose only job was to absorb them. Unfortunately, this slow, static process didn’t improve learner engagement, content quality, or business impact.
  In a bottom-up, collaborative learning approach, everyone at the company creates courses. We have a decentralized, democratic process. Anyone can create a learning need, volunteer to create a course or provide feedback—relevant, easier-to-make training. Shared institutional knowledge reduces brain drain and information silos.
  Demographics drive this organizational shift. Millennials and Gen Z workers prefer a different learning style than their predecessors. These workers prefer collaborative, self-directed learning. Gen Z employees want social and collaborative learning, according to LinkedIn Learning’s 2020 Workplace Learning Report.

Wrapping Up

Internal training for employees is the future of corporate training. With so many technological advancements, it only makes sense to employ an eLearning platform like the LMS for effectively training and upskilling the modern workforce cost-effectively and in less time.

94% of employees say they’d stay longer if their company invested in their development. Yet, by 2022, more than half of skilled workers will need a competency overhaul, according to the 2018 Future of Jobs Report by the World Economic Forum. So, it’s about time we revisited the need for a robust digital internal training platform to secure the future of corporate training.