three Methods To Use Educational Design Greatest Practices In New Rent Coaching
How To Use Instructional Design In Your New Online Recruitment Training Strategy
As we discussed in the previous article, it’s important to understand that learning methods can become successful due to changes in attention span, learning style, expectations for information gathering and new learning habits, and the way instruction designers use technology Developing learning strategies must change in the face of change.
In addition, there are company training courses in different versions. System training is critical to improving employee performance. Sales training is key to taking sales to the next level. In highly regulated industries, compliance training protects a company from existential threats from legal restrictions and massive fines.
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The Future of Work: The Role of Instructional Design in Moving from VILT to eLearning in 2021
Learn how to convert classroom training and start an eLearning strategy based on solid ID methodology.
3 ways to apply teaching design best practices
Based on teaching design best practices, there are three ways you can ensure that your onboarding process is having the greatest impact on your employees:
1. Plan for new technologies and processes
We have seen unprecedented growth in technology adoption and related business processes are changing faster than the training production of most L&D groups. In some sad cases, new training courses take so long to develop that systems have been deployed without prior staff preparation.
Over the past year, the move to a technology-enabled remote working environment has only accelerated this problem. Many employees have made the leap to using VILT and other emerging technologies to stay connected as HR departments balanced the enabling of work and the need to involve employees in virtual interviews, hiring, and onboarding.
This leads to an obvious problem: unless employees are well equipped to use their new business technology, employee behavior is unlikely to conform to existing and new processes. Depending on the complexity of your training, a quick review may be sufficient or a thorough review may be required. In any case, your subject matter experts should regularly evaluate the accuracy of the training. To future-proof your training, make sure it’s easy to update internally, or make sure your provider responds to ongoing maintenance requests.
2. Contact the staff after the training
When you have a lot of confidence in your training and your people, a full bogus audit can be more problematic than it’s worth. However, with a small investment of time and effort, short tests on critical topics can reveal how well the program is performing. Quizzes can confirm that the training is understood, but that is nowhere near enough. Interview employees to make sure their tasks align with the training content. Then you can ensure that employees are spending their time studying the regulations they need instead of wasting time learning things they don’t need to know.
3. Personalize training for your multigenerational audience
Although the demographics of the modern workforce are largely shifting towards the millennial, four generations are currently employed in the workplace. This diversity of ages goes hand in hand with differences in leadership styles and learning styles. Therefore, it can be difficult to develop a workout that will resonate with every generation. However, this is essentially the goal of personalization: adapting training content, methods and modalities to your learners.
Education research shows that personalized learning significantly improves educational outcomes. Consider collecting audience data before focusing on your workforce.
- What devices do your employees use?
- How and when do they access training content?
- Which motivational factors are most effective?
- Which leisure platforms do you use most often?
Asking these types of questions can help determine user interface preferences, course length preferences, and motivational factors, all of which will affect training engagement. The relevance goes beyond the content and includes the presentation of material, training methods and modalities.
When done right, employee onboarding is an incredibly powerful process that can improve retention, reduce time to competency, and increase performance. When training and internalizing your training narrative helps employees take on their new roles, it shows in all of their interactions, not just those directly related to their work. You internalize your narrative and pass it on through social modeling. And while great corporate training is certainly much more than a Net Promoter Score campaign, the word of mouth effect is a notable bonus.
Leave a lasting impression
How can you redesign an employee onboarding program to make a bigger impact? One possibility is to redefine and expand our idea of onboarding. New employee onboarding should start earlier and continue later in the employee experience. For example, our onboarding model describes a step-by-step approach:
- Establish pre-boarding connections
- Onboarding – creating trust
- Continuously – making contributions
Rather than focusing solely on initial training, build professional and social connections the moment an employee accepts their job offer. Provide ongoing support as employees train in their new roles. Ultimately, the speed of competency, engagement, and performance of employees will improve as we provide more effective employee integration and support.
However, learning and development teams often struggle to accurately measure the effectiveness of their onboarding programs. The Kirkpatrick model describes four levels of measurement: 1. The participants react positively to the training; 2. Participants acquire the intended knowledge, skills, attitudes, confidence and commitment based on their participation in the training. 3. Participants apply what they learned during training when they are back at work. 4. Targeted results result from the training event and the subsequent reinforcement.
How to Measure Success
A 2019 study by the Brandon Hall Group found that only 33% of L&D teams can measure all of their learning programs at Level 1 and only 3% at Level 4. This presents some amazing challenges when the success of corporate training is based more on enjoyment than on behavior change. How can we accurately measure the ROI and are the standard measurements really informative?
Measurement is difficult, but possible. So what are these 3% doing differently? Measuring the impact of corporate training is much easier to do when:
- Content management systems (ie learning portals or LMS) can be integrated into performance management and business intelligence platforms
- The knowledge base and behavioral results are tied to well-established Key Performance Indicators (KPIs).
- Time and resources for the subsequent training with data analysis
If you can manage your employee onboarding with these KPIs in mind, you can begin to address some of these challenges and measure the ROI. At the very least, it will be easier to measure performance before and after your workout.
Conclusion
Regardless of your strategy, today it’s more important than ever to ensure a successful onboarding experience. “Employees with solid onboarding experience are 69% more likely to stay for at least three years.” SHRM saves time, investment, and expands your culture.
Download the eBook The Future of Work: The Role of Instructional Design in Moving from VILT to eLearning In 2021, engage your remote workers with a solid virtual training strategy.
References
Brandon Hall group study
AllenComm
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