The COVID-19-based disruption has not been smooth for many businesses, and hence the organizations are focusing on employee experience and talent development these days more than ever. For an organization, ensuring business continuity and compliance, and maintaining productivity while a large number of workers are working remotely, is a major concern. Organizations are trying their best to offer learnings that would keep the productivity of their employees intact and assure their survival. The idea that the post-COVID world will lead to significantly different “new beginnings” as compared to the pre-COVID world has become cliché, but that does not make it any less true. According to the World Economic Forum Annual Meeting, organizations need to reskill more than one billion people by 2030. That’s why we see an increased investment in innovations focusing on remote-friendly solutions offering re-skilling and up-skilling of the talent.
As a key impact of social distancing, the transition from the traditional instructor-led trainings to virtual trainings has already started. This not only optimizes the cost but also fulfils the need for personalized learning which is accessible anytime and anywhere.
Digitizing the learning practices and processes across the organization to adapt to this new environment through virtual learning has offered a plethora of benefits to employees. It has not only helped them to inculcate personalized learning and self-management skills but also offered assessments that can measure their learning performance. Furthermore, gamification features such as badges, leaderboards and certificates give employees a sense of recognition and accomplishment which inspires them to learn. Accessible 24/7 anytime, anywhere provides employees the ease to learn according to their will and whenever they want which leads to increase in their productivity and efficiency. Social learning methods such as Microlearning is another important aspect that has started playing a huge role in corporate learning. According to industry analyst Josh Bersin, the average employee can only allot 1% of his or her daily schedule to training. That’s only 24 minutes each day! Hence, microlearning provides employees with content which is bite-sized unlike long training hours.
Reskilling the employees is in the spotlight today to emerge from this crisis situation of COVID-19. As the processes in many organizations have changed, digitized learning has helped employees to adapt to those innovations thus reskilling themselves. In Deloitte 2020 Global Human Capital Trends survey, 53% of respondents said that between half and all of their workforce will need to change their skills and capabilities in the next three years. This, in today’s situation, can be done remotely through the digital platforms available for learning. Most of these new digitized platforms provide the best-fit trainings to the employees based on the job role, departments, etc. helping them to be updated as per their industry requirements, having opportunities to prepare for a new career path and also remain engaged.
There is no doubt that in order to maintain the business continuity in today’s scenario, virtual learning plays a huge role. Hence, virtual learning needs to be executed in a very planned and specialized manner by the organizations. Organizations must ensure that their learners have access to the best learning content platform with learnings that are relevant to them, intelligently recommended and suggested as per their job roles as irrelevant trainings most often trigger disengagement. Also, the platform adopted by them must incorporate the feedback mechanism as it helps in post analysis of the learning and its impact on employees. This would indeed lead to better employee retention levels within the organization and enhance the employee’s learning experience along with increased engagement.