Though most companies are generally quite measured about their investments, somehow this concern goes out of the window when it comes to corporate trainings. At a recent survey, it was concluded that over half the companies feel that excess money has been spent on trainings and little evaluation done on measuring the benefits. Most cannot calculate the tangible results of such exercises. The problems are most acutely felt at the entry level where attrition levels are generally high and thus not much time elapses post the training period. One reason for this is that most organizations are not proactively collecting data on employees’ individual business performances. Similar is the case with employee turnover. A non-profit firm Generation created by McKinsey has broken this code by establishing standards to measure employees or volunteers across parameters such as productivity, quality, retention, promotion speed and savings in talent recruitment. This raises the overall value of training to both the internal management as well as the trainees themselves.

Source:https://hbr.org/2017/06/to-better-train-workers-figure-out-where-they-struggle?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+harvardbusiness+%28HBR.org%29

Uploaded Date:05/07/2017

The top corporate e-learning trends expected for the year 2017 have been identified. First of all micro learning libraries will develop to facilitate management training exercises. Such trainings will also get personalized as specific trainee based data will be available and analyzed using algorithm. Executive coaching or mentoring which was seen earlier as requiring heavy human interaction, has also now been made possible on online learning platforms. Knowledge retention in particular improves here as key skills got constantly reinforced. Gamification continues to be used in a large way, now with serious games being developed for such purposes. Due to the peer competition, a sense of intrinsic motivation is generated out of it. Due to the concept of design thinking, a more responsive interface has been put in place a lot of such platforms. One of the biggest gains of e-learning in 2017 will be the collaborative nature that it lays emphasis on. Group activities, discussion forums and social learning are facilitated through this. A lot of real world activities can also be simulated here making e-learning an ideal teaching tool for Executive MBA programmes. Such training ensures that stress or ambiguities reduce during the actual work. Finally, webinars have also proven to be a very powerful tool. Training boot-camps can be organized. In these the trainees can focus on single ideas and thus avoid cognitive overload.

Source:https://elearningindustry.com/corporate-elearning-trends-2017

Uploaded Date:19/06/2017

Experiential learning is the process of combining two seemingly disparate techniques- on work experience and corporate training– into the most powerful force. Conventional training was losing subject engagement and thus this combination was adopted. One of the benefits of this combo is translating the learnings quickly into actual work. Trainees get exposed to company specific, real world problems. This model encourages “fail fast” system where trainees are encouraged to experiment, fail and then quickly absorb its learnings. Quizzes and assignments can’t completely mimic the shop floor, so this works. There are several methods of experiential learning, one of them being simulations. Another is through case studies. Role plays and sensitivity training are two other methods. Then there is the use of gamification to lighten the mood and incorporate video based learning. There is also on the job training where trainees are put into some real life situations. Overall such methods are more cost effective and ensure faster turnaround.

Source:https://www.efrontlearning.com/blog/2017/05/corporate-experiential-learning-trend.html

Uploaded Date: 22nd May 2017

Flex I Partners has been into HR consulting for years, but ventured into corporate training when they wanted to expand their business and realized there was massive scope in it. But since a lot of traditional trainings do not engage properly with its subject matters, so an innovative methodology was developed by blending drama, music and art into them. Personalities from various fields such as radio, theatre and leadership training have together curated such programmes. Skill development is also done suing this blended formula. Real life situations are enacted out in front of the group with others pitching in with their ideas.

Source: http://www.thenewsminute.com/article/b-luru-company-uses-drama-art-and-music-make-corporate-trainings-engaging-62067

Uploaded Date: 20th May 2017

An Indian couple has developed a new fun based tool for delivering on corporate training. Being avid gamers, they started out by gamifying the entire experience but soon realized that customizing this for every client would involve a lot of time. So they developed a SaaS called Quo Deck. This tracks the participation of each candidate and using Big Data done an analysis of what exactly each employee requires. Quo Deck has already been applied at big companies such as Axis Bank, Unilever, Aditya Birla Group, SBI Life, Star India and e-Bay and registered over sixty thousand learners. The platform is already making money and attracted investments from top fund sources.

Source:https://m.yourstory.com/2017/05/quodeck-startup/

Uploaded Date: 18th May 2017

Increasingly, learning and development professionals are engaging actors in corporate training programmes due to the multiple benefits they bring. A lot of training leaders are averse to using them for fear they would induce the employee to behave in an unnatural way. However, in truth they actually bring out the best in individuals within what they naturally possess. HR managers often use terms like ‘character’, ‘role’ ‘performance’ or ‘audience’, all of which originated from the stage. Acting skills have been observed to help presentation skills including voice modulation and audience assessment essential in making pitch. Body language also gets more confident and pleasing. Actors can also be of benefit in role play sessions even initiating creative moments when they enact different parts. They have been known to bring positive effects on sales training and customer engagement. Source:http://hrnews.co.uk/using-actors-corporate-training-increases-impact-ld-professionals/

Automation is being seen globally as a threat to jobs. However, organizations must lead the charge against such thinking by ensuring that jobs will not be taken away, instead be re-engineered to suit the new needs. In fact, companies must start investing in corporate training programmes for their employees so that their skills get updated for the automation challenges. Accenture believes that job loss may be capped at only four percent and not the ten percent as feared by many global analysts. Thus the company is advocating positivity about the transformation. The work needs to be redesigned so that automation tools may be integrated within the existing work patterns. However, companies must also develop a pipeline to ensure steady supply of skilled professionals. Their talent management schemes must make sure that existing personnel are trained to take up future leadership positions to leverage automation and not fear it.

Source:http://www.forbes.com/sites/adigaskell/2017/01/20/why-organizations-should-invest-in-training-in-response-to-automation/#549638ce4bfe