Percy B says

Training strategies must account for varying employee learning habits. If your training strategy is not multi-layered or simply  put, “it’s just flat,” it most certainly  will not resonate with all your employees. Also, most employees are resistant to development activities. Single-tiered training does not motivate employees to actively pursue it. To avoid such cases, your training must account for varying employee learning habits in order  to appeal to everybody. Furthermore, accounting for varying learning habits also help people who actively want to learn and develop, but face difficulty with training. So, how to account for varying employee learning habits? Devise Training Activities that Find a Middle Ground One way to do this is by surveying your learners. What do they want to learn? How would they prefer it? Anything that can aid them with learning more easily? Analyzing the results from surveys helps in devising training activities t...

According to an article by CMOE — Top 10 Challenges Faced by Learning & Development Professionals, challenge number 5 is tracking an employee’s corporate training applications. Basically, to check if employees are applying what they learn. Tracking the effectiveness of training programs is difficult. It’s not college where students write papers and partake in projects based on everything learnt and specialized in. Corporate scenarios are different. Corporates train employees to improve specific aspects of their professional selves to benefit the organization, and tracking its success is important. However, as many L&D would agree, tracking an ’ employee’s learning’ by studying their ability to apply corporate training in real-world situations is tough. Also, assessing if those training programs are making any difference to the bottom line of the organization is not straightforward either. In most cases, the only thing an L&D can do is carry out post tra...

Well, we really do not intend on using eLearning for something as trivial as this, but trust us when we tell you—the market for similar training is big! eLearning for basic skills training is real. Over the past few years, we have covered multiple use cases for learning management systems (LMS) and eLearning courses—from assisting with simulation-based training to training field sales agents— there is no denying the importance of eLearning in today’s day and age. Complex subjects definitely need platforms like the LMS to host complex eLearning courses. But what if we told you that there is a market for eLearning which caters to really  basic training needs? For example, learning how to use Microsoft PowerPoint or simple software specific to your organization or how to use your office desktop computer even! Now, as an organization with over 12 years of experience in the field of  learning solutions, such training needs are not surprising for us...

eLearning is reshaping traditional retail customer service in ways that were never thought possible before. From simulation-based courses to soft-skill training that teach employees to be courteous, responsive, and consulting, all while being an expert in their domain, eLearning has indeed  opened new avenues of training that traditional training once couldn’t achieve. The retail industry is in the midst of a power struggle. There are two uniquely defined retail styles within the industry contributing to this. Both are important formats of retail, and none can truly out-trump the other. When modern consumers think of retail—the two primary types of retail that come to mind are—online retail stores and traditional retail stores (brick and mortar). In this series of two articles, we are going to take a  look at how eLearning is currently  reshaping specific elements of both these formats, starting with  how eLearning is reshaping traditional...