Category Archives: Employee-Training

What is Micro-learning?

Micro-learning is learning presented as short and focused nuggets of content. Content can be in multiple forms including text, images, videos, etc. Micro-learning presents only as much content as required for learners to achieve a specific learning outcome. With today’s workforce comprising of Generation Z and millennials, it is particularly valuable in corporate learning.

Micro-learning solves learning problems that plague today’s workforce

The training that your learners experience, whether in the form of workshops, ILTs or online courses on your LMS, are mostly long-form. As a result, learner gratification usually happens only once on course/workshop completion. Also, because the attention span of the audience you talk to is short, as little as 5 minutes, their interest in long online courses often wavers causing understanding and retention to suffer.

With the help of micro-learning nuggets, you can attack both these problems. These provide gratification in shorter intervals and prevent learner demotivation. Also, since their length is usually kept below 5 minutes, learner attention does not waver either.

Benefits offered by micro-learning

Apart from just solving problems for the learner community, micro-learning offers multiple benefits to individuals who own learning or training of teams.

a. Just-in-time learning

Micro-learning can be accessed on mobile phones, LMS permitting, without using up too much data. With content being available on their handiest device, your learners can access it on-demand. These micro-learning online courses can thus act as ready reckoners and prove helpful on the job.

b. Autonomy

Millennials needs more autonomy than any other generation. Allowing them to consume relevant content, as and when they choose to, drives motivation as well as interest. Additionally, this gives them the feeling that they can chart their own learning paths. Learners thus apply their learning in their daily lives and often look for content that they can consume. This reduces the pressure on learning managers as content does not need to be pushed as much as earlier.

c. Varied forms of learning

Micro-learning principles demand concise and to-the-point information nuggets with focused and compact objectives. Using various forms such as games, videos, infographics, eLearning and m-learning, it can help create specific content with effective training outputs. Along with this, micro-learning content also helps achieve content interactivity and learner engagement.

d. Advantageous for small teams

Micro-learning offers key advantages to small teams, groups or departments. Given their small size, setting up a micro-learning mobile app is easy and affordable. This can be used for achieving smaller but important milestones that a department may have set for itself.

When should you use micro-learning?

It is important to consider two aspects while applying micro-learning strategies – business aspect and learner needs.

Here are some things to consider while using micro-learning:

a. What technology will you use?

Micro-learning’s success largely depends on how easy it is to access. If a learner cannot easily and quickly find content that she is looking for, it is likely that they will not spend any effort to access it again. Not all LMSes handle micro-learning well. It is important that your LMS deploys these courses easily and tag the learners to help them find what they need. The LMS needs to be accessible on mobile as well.

b. Who are your learners?

It is crucial that you know your learner profile before you design a micro-learning course. While micro-learning can be effective across all generations, younger learners or learners who are more technologically savvy may be more comfortable using these than those who do not use digital devices frequently.

To conclude, micro-learning is the best learning strategy for the Gen Z and millennial workforce. Not only can it be engaging and effective, with the right approach to creation, it can be entertaining too.

By Shruti Shinde, Head- Enterprise Origination at QuoDeck
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Why training does not get consumed and what can you do about it?

If you’re putting out learning that doesn’t get consumed, it may be because you’re making some very common mistakes with your learning content. Knowing what these are can be half the battle won, as you drive for higher consumption and adoption of your learning.

Ask most learners, and they will say that they don’t consume eLearning because it is snooze-worthy. Most e-learning is boring, not because trainers set out to make it that way, but because it’s not really built to appeal. Today’s audience is more fussy, discerning and can see through almost every learning gimmick that is thrown their way. In such a scenario, how does one appeal to modern learners?

If you’re training a modern workforce, then they are comprised increasingly of Generation Z and millennials, groups that were born into a digital world. These consumers have a glut of digital content, and in as many formats as they want. Content, on a topic that excites their curiosity, is a few clicks or just a search away. There are even apps that serve up a constant stream of entertainment just to ensure consumers can entertain themselves in the few moments that they are ‘bored’.

Smartphone users spend an average of 4 hours a day on their devices, but not on your content To be able to address the problem, let’s try and understand your audience. Estimates put usage of mobile phones among modern audiences at an average of 4 hours per day (eMarketer Research). The challenge you have is stealing mindshare from apps such as Facebook, Twitter, Instagram, YouTube, Snapchat, Pinterest etc., where users spend close to 80-90% of their time, with the rest spent emailing, texting and using WhatsApp largely.

Your learners need a compelling reason to move away from these platforms and spend time on your online courses, even if these do benefit them ultimately.

So, what are some of the common mistakes that trainers make with eLearning content, that puts off their learners? How can you give learning a compelling reason to consume your content?

Long duration courses do not work anymore

The world has moved to consuming short-form content or microlearning content. Consumer research has shown that 55% internet users read a long-form post or content for less than 15 seconds.

Anything beyond 15 mins and your learner’s attention has wandered to thinking about the latest picture on Instagram or the latest post on Facebook.

Our suggestion: Break your existing content into short nuggets, more in the form of “Did you know?” or “7 ways to make a great sale” to make them appealing to your audience.

Zero to no interactivity puts off learners

Users today need interactivity to keep them engaged. If your content is not interactive and only requires your learner to click the ‘next’ button periodically, then you will lose them very quickly. Ensuring that at least 30% (or 1 in 3 screens) are interactive, is a start to keeping your learner engaged. Interspersing content with games and interactive titbits will not only keep learners talking to your content but will also increase retention.

Our suggestion: Insert a question format every third screen quizzing your learners on what they just learnt.

Absence of multi-media content

Consumers are being engaged across multiple senses today. With the advent of video, just text and visual content does not appeal as much. Therefore, your eLearning content must be peppered with multi-media formats, such as audio, videos, games, etc. Even simple podcasts with a static image will hold learner attention better than plain text. We know it’s expensive to create media-rich content, but there are a lot of tools out there that will allow you to do this for a fraction of eLearning content creation cost.

Our suggestion: YouTube has a lot of free content on various topics. Find short videos that can benefit your learner and include links to these videos in your eLearning content. You can even record 1-minute audio clips and upload them. These can improve your learner’s experience using these tips.

No learner contribution makes for a ‘switched-off’ learner

The world has become a lot more digitally social than before. Consumers engage most when they are asked to contribute to an experience. Reflect to when you obsessively checked your latest post to see the likes, shares and comments it generated. However, most trainers ‘talk at’ the learners rather than have a dialogue with them.

Our suggestion: Have a survey at the end of every course that takes feedback for things like process changes, the online course itself, organization survey, etc. This will provide your learners with a voice.


By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck

3 essential tips to maximize the ROI of training off-roll & temporary employees

In functions such as Sales or Customer support, outsourced, off-roll employees constitute a significant portion of the workforce. In addition, L&D managers are faced with high attrition rates and constant changes in the products and regulations. The following tips will help you maximize the ROI on the training.

Go Mobile: It is financially unviable to provide desktop training to a distributed or off-roll workforce. Mobile & Tablet browser/App based training platforms, will eliminate the cost of conducting the training at any physical location and allow the employees to complete the course on-the-go. Create courses that are mobile friendly.

Keep things simple: Create courses and journey that are easy to navigate and operate under low bandwidth conditions. You want to reduce queries regarding Content or the System, given the sheer volume and geographical spread of your users.

Use SaaS LMS: SaaS LMS are the best tools for training your employees at an affordable cost. They can be deployed across most devices and operating systems. They are hosted by the product creator on cloud, hence do not require any infrastructure spend or extensive IT Security approvals, allowing your user to access the platform at her convenience.

By  Venkataraman Ananthakrishnan, Head- Online and Global Business at QuoDeck

Why engagement is a critical ingredient in successful sales training?

Building a performing sales team is the holy grail that all organizations chase – and it’s definitely not an easy task. But building lasting engagement is a critical ingredient that can separate a good sales training program from a bad one.

Sales is the lifeblood of most organizations, and a performing sales team is worth its weight in gold.

Building an effective sales training program is the holy grail that all sales trainers chase – and it’s definitely not an easy task. More often than not, what seems like an easy problem to solve, can be a multi-layered challenge within a changing business and technology environment.

It’s clear that there are no easy formulas that sales trainers can plug in to make their sales training programs effective. But it all starts with ensuring that sales people at least consume the learning. Without adoption, it is futile to worry about downstream metrics like effectiveness, retention and application.

Adoption has many layers, and is very similar to any modern marketing problem. If you think of learners as consumers or ‘app users’ in the modern mobile learning context, problems become a little more apparent.

Just like a consumer app faces uninstalls after an initial period of usage, most learning programs suffer because they focus on creating short-term engagement. A good onboarding course or a gamified learning program will create short-term engagement but will leave learners very little to come back to when they have finished consuming that piece of content.

Therefore, sales trainers typically see good initial usage of their programs, and very little engagement after that.

In a training context, even if this results in a good onboarding experience, it rarely results in ongoing consumption of sales training and communication, Therefore, after the initial onboarding program, when sales people are on the field and need to be trained on new product releases or to address problem areas, getting them back to the training app or platform is as big a problem as when you launch.

So, how can you keep them coming back again and again? Build engagement.

It may help to better understand the psyche of the modern learner to figure out how to create ongoing engagement. In the context of mobile learning, any training app is competing for mindshare with platforms such as Twitter, YouTube and Instagram. These are the apps that your users prefer to spend time on rather than consume learning. What is attractive about these apps, is that they serve up a constant stream of content for users to consume.

Learners will only flock to something which gives them equal engagement and freshness of content. Therefore, the chances of running a successful sales training program improve multi-fold by creating engagement and keeping up a high velocity of content. On average, putting out fresh content every day or alternate day is a good way to pique learner’s interest to see what you will come up next. If the overall quality of learning content you put out is interesting, you should see a upward trend in ongoing engagement levels among your users.

So, how does one do that without having to spent enormous amounts of money to create content? Here are a few tips.

Crowd source content

Most of the real wisdom on sales training comes from subject matter experts from within the organization. Leverage that by asking your internal subject matter experts to provide you with content that you can send out to your learners on a regular basis. A large kitty of content you can keep cycling through will ensure that your learners get to see something new every day or week. Use microlearning principles to nugget this content into bite-sized chunks and you can send out something every day. This will keep learners coming back for more. Ensure that your mobile app puts out push notifications so that learners know that fresh content is being populated every day.

Frequent quizzes and contests

Putting together an assessment is far easier than creating learning content from scratch. Create question banks that you can slice and dice into quick assessments. Create weekly contests and let learners visually see their performance through leader boards. The competitive element should naturally appeal to sales people. It does not matter if some questions are repeated from one quiz to the other. In fact, critical aspects or facts about your product should be repetitive to ensure retention, therefore, repeat those questions across multiple quizzes. These assessments can also help you identify gaps in knowledge and understanding.

Leverage social learning

Take a page out of the book of immensely successful social media such as Twitter and Facebook, and use social constructs to ensure content is always moving and fresh. Identify voices of authority among your sales team – for example, a veteran sales person respected by the team or an opinion leader. Ask them to put out micro-nuggets of content, such as an anecdote about their experience while selling. Ask them to post this content on the social learning section of your learning app. Drive engagement by boosting that post in the social network. This will encourage others to share more nuggets and drive repeat visits.

Use games and gaming

The planet spends around 30 billion hours a week playing games like Candy Crush and Angry Birds – this is natural behaviour. Play into this natural behaviour by giving them games to explore and play with. Having a ‘game arcade’ or library of games that they can try out just for ‘fun’ can be a great way to keep them coming back.

Quick authoring

This is the most obvious of them all. It is important to have your actual learning content out there, apart from the social and crowd-sourced aspects of this. Most learning platforms come with quick authoring and if yours doesn’t, you should find one. Quick authoring tools will allow you to create templatized micro-learning nuggets out of existing content. Ensuring that you have a constant pipeline of content being created will allow you to recycle over a period of time, once new learners enter the system.

Remember, learners should be treated more as app users, where the objective is to create engagement and pull, rather than use push methods to get them to consume learning. As soon as you see learning as a marketing problem, solutions start to appear more readily.

By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck

Enterprise Gaming – Once an Opportunity, now a Trend

Having spent a large part of my career in the financial services space driving traditional business growth, using gaming to achieve business goals was not a cause I expected to be championing. Gaming was always a personal interest, but the business parallels only became apparent after we started experimenting with service engagements for enterprises. Given the planet anyway spends 3 billion hours a week playing games, the challenge was really to figure out how learning could fit in that construct.

We formed QuoDeck in 2010 to bring gaming into learning for enterprises. Having started with some elementary game engines and simulations, QuoDeck quickly moved on to make an omnipotent system built with the changing business environment in mind. QuoDeck’s platform today is one of the most powerful and engaging learning platforms in the world, catering to enterprise requirements for mobile learning. And as a leading player in this category, our advice to new entrants is to stay true to course, understand that the market is huge and that innovation is the key.

Mobility is here to stay

Mobile learning was just about appearing on the horizon in India when we entered the market. In fact, it was still at a nascent stage globally as well. While enterprises saw the demographic shift coming, the speed at which the device shift happened took everyone by surprise. Within a period of 3-4 years, millennial users had junked tablets and wouldn’t access their desktops or laptops for anything but sit-down work. They wanted everything on their mobile – on-demand, anytime, anywhere. Being a generation bred on Twitter, Facebook, and YouTube, they also wanted content and technology that was easy-to-use, visually appealing and in bite-sized pieces. The learning evolution that needed to happen in enterprises was phenomenal and existing products just weren’t prepared for this. Mobility as a trend forced a change in behavior, technology, content creation and consumption patterns across all strata of business.

There is always an element of luck in startup success and we were no different. Perhaps being at the right place at the right time with the right thought process is what its all about. QuoDeck has been at the forefront of this shift, shoulder-to-shoulder with enterprises looking to stay ahead of the curve.

EnterpriseGaming_MobileLearning_CEO_QuoDeck_2018.jpg

Gamifying the world

Our personal insight of gaming being habit-creating and creating long-term associative memories, was the inspiration behind the approach we took. Countless times, behaviors and constructs learnt in gaming had been translated by us to address real-world problems with excellent results.

We had a learning curve here as well. Having played on consoles such as PlayStation and Xbox, we assumed the world was ready to deal with highly complex games and constructs. However, working closely with business heads, HR teams and the Learning & Development function, we learnt that hyper-casual games create the best impact from a learning perspective. This is because they are somewhat repetitive in nature, with a greater level of participation & addiction to ‘scoring’.

While we initially worked on gamification applications on functions such as marketing, research, and learning, we chose to go with learning as a primary focus. Having started in this category long before games became the buzzword of today, we were fortunate to be able to take a pole position and we hope to actually drive the future of gamification for learning in the enterprise. But there are still a lot of white spaces to go after in enterprise gamification.

For New Players

Gaming as a learning solution is so vast in its scope, that it can’t be characterized or identified with any particular industry or even a clutch of industries. Wherever there is widespread staff or skilling required, gaming solutions can take charge and lead the change. So, when new players come in, they must remember that competition comes in various guises and is very rarely with another player. You will end up competing for mindshare against the likes of video-on-demand platforms or search engines where users can find information and content at their fingertips. Knowing what creates pull is perhaps the only challenge you should worry about.

Look out for learning opportunities

Gamification as an industry has a widespread application with learning being only one of them. A space was created for us because existing products failed to keep pace with what was required – large entrenched players became irrelevant in a matter of months. Overnight, enterprises recognized that resistance against this changing paradigm was futile, and mindsets started changing. Gaming and mobility were no longer bad words.

It would be foolish of us to think that we cannot be on the other side of such a trend. Keeping your offering relevant and at the cutting-edge requires you to have an innovation engine, which stops for no one. This requires tremendous willpower and a staunch refusal to settle into a comfortable spot.

 

This article was first published at YourStory

By Kamalika Bhattacharya CEO & Co-Founder at QuoDeck Technologies

5 Benefits of a Learning Management System for Businesses

With a growing need to foster effective learning and cater to the training needs of a global workforce, organizations across the world are implementing learning management systems for corporate training.

A learning management system (LMS) is a software application that can deliver course material to learners, administer assignments and tests, track the performance of participants, manage records, and offer continuous support.

When your business’s corporate training requirements start to become more complex, an LMS is likely to be the best solution that can meet your needs. With that in mind, here are five benefits of a learning management system for businesses:

1. All the eLearning content is accessible from one location

With a cloud-based LMS, your organization’s eLearning content is not stored on different offline hard drives or devices. Instead, its securely saved on the cloud which allows your employees to access eLearning courses wherever and whenever they want. This also greatly reduces the risk of losing data, since all the information is saved on a secured remote server.

The easy accessibility of an online LMS makes it the right fit for organizations that have a global or a remote workforce and it also ends up saving time for your employees.

2. Mobile readiness

Over 99% of the mobile users believe that mobile learning has enhanced their overall learning experience. That is why, with mobile-ready learning management systems, you are able to offer a great user experience to your employees and in turn get increased overall productivity.

Your employees are no longer required to stay at their desk to access and complete online courses. Instead, they can log into the LMS app on their mobile phones and view eLearning content while they are on the move. This is one of the main reasons why 67% of the organizations are already implementing mobile learning in some form or the other.

3. A more engaging learning experience

There was a time when corporate training was all about spending hours listening to an instructor in a conference room. But today, learning is more personalized with LMSes that offer interactive lessons, fun quizzes and games, video conferencing, and forums to discuss the courses.

The new learner-centered approach has not only led to a more engaging experience during the learning process but also helped achieve better results at the end of the course.

Since the LMS is already accessible online, it is possible to integrate social learning into your eLearning strategy. You can create eLearning exercises that are centered around peer collaboration and even add online forums where your workforce can discuss and help each other.

Games augmented reality, and virtual reality can also be leveraged to incorporate interactive simulations and scenarios that can easily explain and highlight complex tasks or processes.

4. Reduced time and costs

With an LMS, you no longer have to worry about instructor costs, printing course material, or setting up a conference room for training sessions. Your employees can carry out all the training online and your business is able to save a sizable sum on your learning and development budget.

Since LMS gives online learners only the information that they need in a more direct and organized manner, you are also able to reduce training time. Instead of sitting through a 3-hour seminar, your employees can just access the online modules on the LMS that they need to learn. With the flexibility that LMS provides, your employees are able to take these courses according to their own time, which doesn’t disrupt their important everyday work as well.

5. Driving compliances is easier

Compliance rules and regulations get regularly modified, but updating your traditional offline course to reflect these changes can be a rather time-consuming task.

With an LMS, it becomes possible to update your learning content according to the new compliance standards in just a matter of a few minutes. This is in stark contrast to the traditional courses where you would have to send the updated courses to every employee separately and different versions of the same course could create even more confusion.

LMS can ensure that all of your employees are on the same page about the company policies and the compliances are always followed.

In conclusion

A learning management system clearly has numerous benefits. You are able to create a more skilled, productive, and engaging workforce in your organization while saving time and costs. It’s also possible to track the training progress of all of your employees and generate reports in real-time.

That is why it is no surprise that more and more organizations are implementing LMSes for their workforce. When are you incorporating an LMS in your organization?

Fun and games to upgrade your skills

Arijit Lahiri and Kamalika Bhattacharya, who spent over a decade in organisations like ABN Amro Bank and Intellecap, saw learning department heads begging, bullying and even bribing their learners to stick to their learning agenda.
So they put on their marketing hats to understand what would catch learners’ attention. “Game-based learning pretty much screamed itself up,” says Bhattacharya. Games allow for more engaging learning experiences while also making the learner behaviour more measurable and analysable. Today, their company, QuoDeck (earlier Ptotem), uses board games, murder mysteries and treasure hunts as learning methods, and these have been used by organisations like PepsiCo, Unilever, Aditya Birla Group and Tata Group.

To read the full article, click here

5 ways to leverage AR and VR for training your employees

According to IDC, the estimated market opportunity of Augmented Reality and Virtual Reality (AR/VR) solutions by 2020 will be $143 billion. Companies of all sizes are increasingly using AR and VR for corporate training and to acclimatize their new employees to the work environment.

In fact, according to STRIVR, learning retention rates with AR/VR can be as high as 75 percent as compared to just 10 percent retention rate through reading or lecture. Whether its management, customer services, or seasonal situations, businesses are successfully using AR and VR for numerous purposes.

For your company, that means if you are still not incorporating AR and VR in corporate training, then you are missing out on a lot. Here are some of the ways you can take advantage of AR and VR for training your employees.

1- VR workplace tours for new employees

With a virtual tour of the workplace, your new employees can familiarise with their new work environment, even before actually coming to the office. For you, it means your employees will be ready to get started with their work right from the first day since their learning curve will reduce greatly.

They would already know the breakrooms, bulletin boards, their team leader’s office, and their own cubicle when they arrive. You could also design the entire onboarding training module for new employees as a VR tour to make it more engaging and interactive.

2- Emergency drills

Emergency drills are a necessity for every company, and they have to make sure those drills are being conducted from time to time. But just getting a safety expert to explain the different scenarios to your employees is not enough. Most people find emergency drills boring as it interrupts their work, and they often don’t even pay attention to it.

However, you can create emergency drills using AR/VR technologies to check if the employees can handle stress and identify the correct security protocols through simulations. The biggest advantage of this is that employees can take these courses according to their own time.

VR_AR_BestPractics_QuoDeck

3- Task walkthroughs

To help your employees get a better understanding of the tasks that they need to perform on a daily basis, you can create online training simulations which would allow them to learn in a virtual environment.

With these simulations, they can determine the skills and steps they need to follow to complete a task, and it would also give them the opportunity to learn from their mistakes without any consequences.

Bear in mind, it’s important to make sure that the simulations are as realistic as possible to provide your employees with a fully immersive experience that they can implement in the real world.

4- Compliance training

For companies, compliance training is one of the most important and mandatory processes, and they have to make sure their employees are well accustomed to it. But handing out a large document to every employee and hoping that they would read every line of it is not enough and it may not even help your organisation in the long run.

Instead, you can use AR/VR to create virtual workplace environments where employees can get a better idea about the compliances they need to adhere to through online simulations. You can also create game-based lessons where employees are given different situations to see how they would respond to it, whether its accepting gifts from a client or a workplace injury.

5 – Virtual case studies

There is no better way to understand the business and skills, than by going through previous case studies which had successful results. But most case studies are text-based and they aren’t as engaging. With AR/VR technology, your employees can understand these case studies in a more interactive way, as they will be able to see those examples in action.

By adding simulations, activities, and fun quizzes, the otherwise boring case studies become more life-like and allow your employees to retain more knowledge.

Getting the most out of AR/VR training

By implementing VR and AR technologies, you are also able to measure the performance of your employees accurately. Heat maps make it possible to see exactly where users look during their 360-degree experience and the instructors can monitor trainees in real-time. You can create VR/AR applications that can be easily integrated with your Learning Management Systems (LMS) as well.

In conclusion

Augmented and virtual reality training provides an innovative and new way to increase employee engagement, improve productivity, and save costs while offering a cutting-edge learning experience. With the latest advancements that have happened in the AR and VR technologies, the barriers are quickly fading away making it a viable option for immersive training for any industry.

6 must have apps for every HR professional

One of the most crucial functions in any organization is the Human Resources.

The HR function drives the organization, its culture, future growth possibilities and is also the first point of contact for prospective employees for the organization’s brand value.

It is interesting that HR teams witness an average 22 percent cost savings when they move to automated and digital solutions for process-jobs. There are other numbers which prove that an app backed HR function is much smoother, with transparent employee interactions.

To help with that, these are the six must have apps which every HR professional should have:

Workbright

One of the most primary functions for HR is the employee on-boarding process. Once the employee joins the organization, there is paperwork and one-to-one sessions required with the HR teams to help set the employee into the system & the job role. Workbright makes this process simpler by taking it online & doing it even before the employee has joined the organization. Workbright helps with all the process functions of the on-boarding journey and can also be made to have primary sessions for the employee-to-be on what to expect in the new role. Once joined, the employee already has an exposure to his role, saving up on time-costs for the HR team as well.

QuoDeck

Human Resources lead the Learning and Development functions for any organization. Very important everywhere, conventional learning mechanisms involve a set theory which needs to be read over and tested for a score. This has become a mundane process and generally, employees treat it as just another test which they forget about later. QuoDeck solves this problem by making games out of the tests required. Instead of repeating what was read, QuoDeck turns the entire session into a game where people win points, can compete within teams or outside of teams, etc. This helps take the learning process in the right spirit as the retention and participation levels are much higher.

LinkedIn

Hiring today is an online process and taking up the game notches is LinkedIn. A social media platform where professionals have well-crafted profiles detailing all their achievements is the perfect way for HR functions and recruiters to know more about prospective candidates. The chat & mail features also help both sides reach out to each other and have a meaningful conversation before they decide on functional meetings. For the HR functions, LinkedIn is an indispensable tool which helps them know a prospect better before they take the next steps. LinkedIn works better than so many other ‘job’ apps because it is about building meaningful careers with the right fitment and not just getting a job.

WorkStyle

Hiring is a very chance-based process. Despite all possible checks & attempts, there is a gut factor which comes into play. At times one lets go of great assets, or at times brings on-board undeserving candidates. In either case, it is a mistake which is realized late and costs the organization dear in terms of intra-relationships and any other means. WorkStyle helps the HR teams because it comes with testing an employee’s personality traits. Technical skill-sets help do a job, but personality traits make an employee gel with the teams and contribute for both personal & organization growth. WorkStyle comes here with a variety of models and tests helping the HR team to take an informed decision.

Zenefits

Human Resources work on two ends of the spectrum- the procedure-oriented and the emotional and human-oriented. The processes and formalities-based systems take up a lot of time, leaving them with limited scope to help employees with the ‘Human’ aspect of their profiles. Zenefits helps here by taking up all the roles of employee records, hierarchy structures, payroll management and any other function which can be done via a procedure. This leaves the HR team to devote time for better employee engagement, interactions and developing the general work culture of the organization.

Yammer

An organization is an ecosystem with its own sub-groups, job descriptions, work titles, assignments, line & cross-line reporting, etc. In such a world it is the HR’s responsibility that all communication channels are open for employees so that impromptu groupings can be made, everybody in a group knows about updates happening simultaneously and much more. Yammer makes it possible to engage in fruitful intra-office and inter-office conversations and coordinate for better personal relationships. For the HR team, Yammer is helpful as it comes with a dashboard with features for tracking, recording and maintaining effective communication channels.

This article was first published on Business Standard

Why Mobile Learning is the Future of Corporate Training?

According to a survey by Stat Counter in 2016, the number of mobile users surpassed the desktop users for the first time, with 51.3% mobile users and 48.7% desktop. It is no surprise that mobile has now become a preferred medium for people to access content. In fact, according to a report by Growth Engineering, 43% of people find learning from mobile devices very useful and essential.

Mobile learning is more than a way to learn through a mobile device. It allows people to learn on-demand, at their own pace, and in the form of bite-sized micro lessons.  

For companies, the question is no longer whether to consider mobile learning. The question is — How long will they wait to implement mobile learning in their organization?

Here are some of the reasons why mobile learning is the future of corporate training:

International assignments and global mobility continue to rise

Talent mobility has become a norm for most organizations. In the last decade, international assignments have increased by 25 percent, and if it follows the same pattern, then we could see another 50% increase by 2020.

When your business is sending an employee to an unfamiliar and new location abroad, you need to make sure that your employees have all the training and information they need to make their assignment a success. After all, for any business, international assignments are already expensive, and lack of preparation can lead to decreased productivity and poor results.

That is why it is important for businesses to train their employees in advance so that they can deal with any type of challenge that they may experience when they are on the assignment. Though the employees may not have enough time to get their training before leaving or during work hours, with mobile learning. With mobile learning as part of your corporate training, it becomes possible for your team to learn on the go and make their international assignments a success.Millennialsusing_QuoDeck_2018.jpg

Millennials prefer short bursts of information

It is estimated that by 2020 nearly half of the workforce will comprise of millennials, which means companies have to change their corporate training programs as soon as possible to make sure it caters to the new generation and trains them in the most effective way.

Now, millennials are used to smartphones and tablets, and they are from the social media generation where they consume information in small bursts. Handing these millennials a 50-page manual or conducting a 2-hour seminar about a new technology that you are going to implement in your firm, may not help them retain as much information as you would want them to.

Instead, with mobile learning, your corporate training program can be converted into a scenario-based fun game that the millennials can play on the go and it can also help them retain more information leading to a more productive and an efficient workforce.

In-house training to make sure your team is constantly learning and evolving

With high competition, it has become crucial for companies to only have the best talent on their team. When you are hiring new talent for your company, you go above and beyond during the recruitment process to make sure the people you are selecting have all the necessary skills and knowledge.

But the business world is constantly changing, and without the right in-house training you might soon realise that you have an under-qualified staff. By implementing a mobile learning program, you can allow your team to gain new skill sets and always stay ahead of the competition by creating a corporate training program that everyone can partake in at their own speed, without affecting their work.

The rise in the remote workforce

Companies around the world are embracing mobile workforce. By allowing employees to work outside of office, according to their flexible timings, organizations are able to get better results and efficiency.

When your workforce is operating in different geographies, you also need to change your corporate training program to fit the new workforce. After all, you cannot expect the remote employees to cram all the information in a single instructor-led training event.

The employees won’t be able to understand or implement information accurately when they are taught everything in a small span of time. Instead, with a mobile learning application, your team can learn the new course and technology remotely, and at their own pace, which would make retaining and implementing information easier.

Enhanced collaboration and engagement

We live in a world where people prefer sharing their ideas online instead of doing it in person. By leveraging the social aspect of mobile learning in corporate training, you can generate more conversations among your employees and create a continous learning experience. This, in turn, increases collaboration, engagement, and motivation among your employees and makes training fun.

For instance, you could implement mobile-based gaming lessons for your team and keep the scores of the top ten people. You could also create a community page where employees could share what they learned from the game or ask questions about certain sections of the game which would encourage peer to peer learning.

In conclusion

With the flexibility and efficiency that mobile learning provides, there are no doubts that it is indeed the future of corporate training. If your organisation is yet to incorporate it into your training program, then its high time that you did.