Category Archives: Online Learning

7 Ways to Maximize Learning in your Training Programs

Training programs are a collection of instructions or procedures that are designed to help people improve their abilities. Skills and knowledge, mentality, attitude, and efficiency of a person are important in any profession.

Every person receives training at some point in their lives, whether formal or informal. How many times have you gone to training programs as a student or a professional and been able to recall or put what you learned into practice?

If your answer is close to zero, this was most likely because you were forced to attend the training against your will due to institutional obligations. It’s also conceivable that you received general training with no actual or direct application to your topic or career.

Whether public or personalized, any activity will undoubtedly provide value to individuals in some manner, either directly or indirectly. The only stipulation is that you must be able to benefit from it.

Now check out the tips listed below on how to get the most out of any training program and improve your learning retention:

1.   Clear your mindset:

The majority of individuals do not benefit from any training courses (primarily generic ones). They already have a terrible impression of the session.

This kind of training is of no benefit to them in their career or at work, because they do not concentrate on learning and application, any activity they get will be useless to them.

The primary source of this issue is a preconceived mentality. This mentality is formed as a result of previous experiences or disinformation. So, if you want to learn and have a good belief system, you must not use these filters.

2.   Finalize the pre-work:

Many training courses contain a pre-assignment or pre-assessment exercise that you must complete before the course commencement.

Many individuals do not want to complete this pre-workout, but it is critical for you to self-analyze your present abilities and create a route to your goal talents. It enables you to assess your current abilities and knowledge gaps to succeed in your profession.

3.   Determine the aim of training programs:

It is critical to determine the purpose of training, or in other words, the goal of the program. What are you expecting to gain from the training? Find out what’s in it for you, what skills you’ll get, what information you’ll gain, and what new learnings you’ll accomplish.

This way, you’ll be able to pinpoint your specific objective and concentrate your efforts on achieving it.

4.   Match your learning outcomes to your objectives:

Establish a clear link between what you gain in a training course and your desired outcome. Determine which learnings are linked to your desired abilities. This will encourage you to participate actively in the program and strive to improve your abilities.

5.   Focus on analysis:

What you can’t define, you can’t improve. You must first evaluate the efficacy of your staff training and development program before you can enhance it. Fortunately, current training systems make it simple to get a wide range of data about your learning program’s success. While smaller businesses may choose to forego utilizing training analytics, more prominent companies cannot afford to do so.

It’s difficult for educators and training managers to remain ahead of training innovations on an individual level as the amount of students and courses grows, perhaps spanning several training groups, divisions, and branches.

Make it a habit to track your training data to enhance your business training program. This will assist you to:

  • Gain a sense of your training program’s overall development
  • Find and fill skill gaps, detect issues in your courses (e.g., challenging lessons)
  • Identify parts of your training program that need improvement
  • Recognize and appreciate training effort, locate your top talent

6.   Attend follow-up meetings:

Many training providers schedule follow-up sessions for their students to address any issues they may have when putting the ideas or learnings into practice. Attend these seminars to receive answers to your questions and get additional insight into putting your skills into practice.

Even if you don’t have any questions, you may still learn something new by attending to or studying other people’s problems and solutions.

7.   Add ‘Social Learning’ to your training:

You learn more when you exchange your experience with others, when you have a mentor to assist you, and when you have a model to follow.

Learners and mentors are connected via social learning, allowing them to talk and share their thoughts and problems. Chat rooms, forums, online communities, video conferencing, and other methods are crucial.

This social learning method is an excellent technique to stay motivated, passionate, and eager to learn more.

In conclusion

To advance in your professional job or company in today’s competitive world, you must surpass others. You must have a good attitude and understand your learning style to get the most out of it. These tips will help you get that extra knowledge from your training programs, and you’ll see the change in your learning methods from day one.

The key to success is to put your plan into action. So, put everything you’ve learned in class into practice, and keep brushing up on your abilities.

REMOTE WORKING: IS IT TIME TO GO DIGITAL ON LEARNING?

The outbreak of the Covid-19 pandemic forced nations of the world to go into complete (or partial) lockdown. As a result, industries worldwide either shut down their operations or switch to remote working. 

Organizations and people have struggled to stay productive while working remotely due to the lack of social life or personal touch. It is debatable if the new-normal will stay normal even after the lockdown measures are entirely lifted. However, there will be a significant fundamental shift in the work cultures of organizations across the globe

Remote Working: A Necessity

Remote working was desirable with the majority of the population even before the pandemic, though not most of them got it. Few companies were digitally ready to implement the work-from-home strategy as they used to practice it pre-pandemic. However, companies worldwide were forced to move to full-time practice of remote working and struggle.  

To stay functional and productive, organizations help their employees with all sorts of information and training, which is also done remotely. At least some of these practices will probably go on even after the pandemic is over. Fortunately, there are tools of digital learning that can ensure success. 

The Changing Mindsets 

Before the pandemic hit, most managers believed that it is impossible or way too challenging to achieve high productivity levels while working from home. For them, there were no two ways for it. However, they are now beginning to see a change in their long-held believes, as they see the results of the employees working at their own places. It is more apparent now that the employees will perform when they are trusted for responsibility. 

The managers can now see that any mandate of having all of the employees in one place together is pointless. People still work well when they do not see each other all the time. Besides, did we always meet everyone in the office on a daily basis? 

Although there are jobs that require people to meet and work together, we might not need to meet our colleagues or our teams daily. We may still gather, but not with the same people every day. 

Digital Learning: The key enabler 

For an organization to succeed at these fundamental shifts in an organization’s culture, the employees are at the core. The companies have to create a collaborative and learning culture for their employees to be efficient at these. On top of that, the companies need to change  the learning style from the one-size-fits-all format to a more personalized mode for the employees. Engaging learning integrated into the day-to-day work is even better. The rise of digital tools is making learning shift towards the concept of individualized learning. 

Traditionally, digital learning has been dull, even after being a revolution. One could not imagine oneself being involved in digital learning regularly, more so on a daily basis. A teacher in front of a camera, running through a series of PPTs, has been the norm. Fortunately, there has been much evolution in this area – game based learning and mobile learning. Learning is now interactive, engaging, at the learners’ convenience, and as a part of their day’s work. 

Few companies were enabled with the WFH model, and others were forced to adopt it. In both cases, the usual 9 to 5 daily office routine is likely to be disrupted with remote working becoming a part of the norm, if not the norm itself, with the employees demonstrating productivity at the comfort of their homes even more than they did being in their cubicles. The corporates will have to deliver the training that is personalized to the employees to keep their employees up-to-date, engaged, and skilled digitally.

5 Reasons Why You Should Implement E-Learning

In our previous blog, we discussed how onboarding training can boost efficiency and productivity in your organization. As new learning methods have grown in popularity, more and more businesses are realizing the advantages of e-learning. Although online learning can be costly to implement, it pays off every time an employee completes their courses. Virtual learning is not only less expensive than traditional learning, it’s efficient, and reduces instruction time significantly.

Here are 5 reasons that will help you understand how switching from traditional learning to e-learning can benefit your organization.

  1. Improved retention and consistency in learning

In traditional learning, you usually have an educator who has his teaching tools, methods, and approaches. Employees may find it hard to adjust to new learning methods while simultaneously absorbing the information educators share.

One of the advantages of e-learning is that it can provide important information in ways employees can understand easily, which results in improved retention. Content is simplified using podcasts and interactive modules. Employees can access their learning when their energy and focus are at their peak for retention. This nature makes it easier to retain the new concepts and, of course, to implement them in their work.

  1.  Providing new learning methods

Not everyone learns in the same way. Some people prefer to retain knowledge through videos, while others prefer written notes, and still, others require realistic opportunities for practice before they truly grasp a new skill. One of the most significant advantages of e-learning for employee training and development is the availability of a wide range of content formats. These new learning methods are engaging for everyone when it includes videos, notes, infographics, games, and other types of content. 

An increased engagement is a sure sign that employees want to finish their course. Apart from this E-learning enables you to update the material whenever necessary. This means the online learning courses can be adapted along the way as it is relatively simple to make changes to online material, particularly textual changes, online courses are always up to date, and employees are not provided with information that is no longer relevant to them.

  1. Gamification and interactivity

Some new skills require more than video notes. Active employee participation is required in learning new skills. The ultimate interactivity and practice can be provided through a powerful learning management system (LMS) that supports gamification, quizzes, branching scenarios, and surveys. Interactive e-learning courses enable employees to practice new skills in a secure place, so they are set up for success in real life. Furthermore, by using a variety of assessments such as quizzes and case studies, you can engage learners as they progress through the training.

  1. Collaboration and community building

Learning can be solitary, but social exercise shouldn’t be so because employees learn much more by interacting with their colleagues than by reading a book. New learning methods lead to discussions and discussions lead to innovation.

Online learning benefits the community and leads to collaboration. Including activities such as forums for discussion and live tutorials can be immensely beneficial. Commitment to other employees encourages collaboration and creates a team culture that showcases its benefits beyond the educational environment.

  1. Immediate feedback and acknowledgment

Another advantage of e-learning in the workplace is that employees have access to immediate feedback. Immediate results from online assessments assist employees in determining how well they are doing and which sections of learning material they may need to review before moving on. Furthermore, gamification features in courses such as leaderboards, badges, and certificates give employees a sense of recognition and achievement, which motivates them to learn. Timely and automated feedback is beneficial not only to employees but also to their managers and the business. This is due to the fact that it eliminates the need for manual feedback and grading.

Conclusion

Learning is an ongoing process and as time changes we all have to adapt to the new virtual learning. Online learning programs apply to every industry, business, and employee worldwide. These learning methods are convenient, easy to access, easy on the budget, and measure results while keeping a digital record for everything. E-learning is cost-effective, improves employee performance, reduces staff turnover, and boosts productivity.

The 7 Advantages of Remote Working

People have always been drawn to the idea of a flexible workspace that provides them with professional and personal control over their career and life in general. While some corporate organizations were hesitant and sceptical about the concept of a productive remote working scenario, the current pandemic situation has forced many to re-evaluate their opinion.

The last couple of months have highlighted the fact that working from home is not only a great alternative to the routine office set-up, but also benefits both, the employee and the business organization. 

Highlighted below are the seven main advantages of remote working :

Increased Productivity

Many corporate companies are of the opinion that working from home can result in their employees becoming lazy and unproductive, but factually, the opposite is true. 

Distance work gives people the freedom to select their own workspace. They can choose to work in comfortable clothes, relax on a comfortable chair or even have their laptop stationed on the kitchen counter. This familiar and ergonomic workspace helps in reducing stress, thereby increasing productivity and performance. 

Moreover, people do not have to expend their time and energy in daily commuting to their offices. Not having to travel long-distance or suffer traffic congestion reduces the anxiety of being late or wasting too much time. People doing remote work are often, more inclined to start their work early or even extend their work hours due to not having to travel to their workplace.

Independence of Location

A flexible workspace allows people to continue working despite a change in their location without having to change their company or start over in a new organization. 

It also provides access to a broader range of employment opportunities that are not limited by geographical location. People can thus, avoid moving to a major metropolitan area with a high cost of living simply to have a career that they desire. 

Companies will also not lose their employees if they re-locate and can thus enjoy a greater degree of employee retention in their organization. 

Reduction of Expenses

Telecommuting can be a great way to save money and reduce expenses. Having a remote job instantly reduces the cost of petrol, vehicle maintenance, professional attire, daily meals etc. It also benefits the companies and allows them to save money as it decreases the cost of real estate and technology.

Inclusion of People

Digital workspace is not limited by geographical location and hence, it allows companies to hire people from different places. This enables greater diversity in the work environment as employees belonging to different culture, language, race, religion, etc., all come together and enhance the social dynamics of the organisation.

Moreover, it also provides an excellent work opportunity for people with disabilities and others who cannot work an on-site job, to follow their career goals without having to worry about external factors like work commute, etc.

Better work-life balance 

Telecommuting makes it easier for people to balance their career and family life. It reduces stress, gives time for recreational activities and improves personal relationships. In addition, the interaction between the employee and the employer is greatly enhanced without all the distractions and politics that come with an on-site job. 

Working remotely also encourages people to live a healthier life by eating well, having time to exercise and not being stressed or over-burdened by external factors.

Flexible Timings

Many remote jobs come with flexible timings where people can start and end their day as they desire, as long as the work schedule is not compromised. This factor is desirable to people as it allows them to take an active part in their family and still maintain their career. It allows them to balance time for their children’s school activities, family functions, medical appointments etc. Thus, an off-site workspace can lead to a more fulfilled and satisfying life.

Environmental Impact

Telecommuting not only benefits people on an individual level but it also proves advantageous to the world at large. When many people choose to work from their homes, it positively impacts the environment by reducing the emissions of greenhouse gases and saving oil resources. Reducing travel also helps in reducing pollution and carbon emissions which greatly affects the climate. 

Moreover, distance work negates the use of too much paper, air-conditioner, lighting etc in a corporate set-up which in turn can leave a positive impact on our globe.

 Although the current on-going pandemic situation has been the catalyst for people turning to a digital workspace, many are realizing its multifarious advantages. It is thus, safe to say that this  is one trend that isn’t going to slow down anytime soon

5 Major Challenges With On-boarding During Pandemic

The Covid-19 pandemic drastically changed the working pattern all over the globe. With social distancing and lockdowns in place, a large number of organisations transitioned to telecommuting with some even increasing their hiring to meet the expanding business demands. This greatly affected their onboarding process, making the training and induction modalities rather complicated. 

Integrating new employees into the company isn’t easy. And when one is largely functioning on remote working, it makes it even more challenging.

Let us look at the 5 major challenges with the onboarding process during the pandemic-

1) Inability to personalise the process-

Induction helps in integrating a new employee into the company’s culture while instructing them about their own roles and responsibilities within the organisation’s structure and functioning. It facilitates in establishing personal connections and a great working relationship among colleagues. 

However, in the absence of a face-to-face interaction, it becomes difficult to personalise the onboarding process. Instead of meeting the team and getting to know them in an informal and relaxed setting, the new employees would have to contend with a video call or even in some cases, an email message. This proves challenging in building a strong lasting working relationship among peers. 

2) Ineffective Communication-

Effective onboarding is crucial for employee engagement, retention and for boosting the overall productivity of the organisation. With telecommuting, it may not be possible at times to know everyone in the team and the new employees may get confused about whom to approach for clarifying or obtaining certain information. They may also be unaware about the hierarchy within the organisation or may feel reluctant to ask questions.

On-site Induction allows the new members to get to know their colleagues and establish a cordial relation with them, which allows them to approach their peers for help or clarification regarding a particular situation. In the absence of this relationship, the employees may hesitate to reach out to others which leads to communication gaps.

Also, without facial expression, gestures or tone of a person’s voice as a guide, it is often easy to misinterpret a message as critical or curt when it comes through the email. This, further hampers effective communication, which in turn greatly affects the overall productivity of the organisation. 

3) Ineffective employee engagement-

Onboarding is crucial as it introduces the new employee to the company’s business culture and value systems. They also understand the code of conduct essential to every member and learn to build a good working rapport with their colleagues, other senior managers and the organisation’s leaders. 

This may be very difficult to communicate through a virtual induction program and may result in many employees feeling unwelcome or unable to identify and integrate themselves with the company’s culture. This greatly affects their participation and engagement with the organisation and leads to lower employee retention.

4) Inability to monitor employee performance-

Monitoring the employee’s performance and progress is an important step in integrating them into the company’s work ethics and culture. Feedback is important as it clarifies assumptions and expectations, helps people improve and learn from their mistakes and builds confidence. Constructive feedback also helps in reinforcing positive behaviour and generating a strong work culture. It is therefore essential that the new employee’s progress be monitored and reviewed. 

This however, becomes challenging in a remote working scenario. Not only is there a disadvantage of physical distance, but even the process for documenting and monitoring the employees’ performance may be unclear or not adequately defined. As a result, they may underperform or fail to achieve the targeted milestone. This would not only affect the individual’s growth but also the company’s progress at large.

5) Unavailability of essential equipment-

Digitization of modern business has made it impossible to function well without appropriate technology. Most new employees are provided with their own laptop and other essential software, tools and programs that are necessary for their work. This particularly becomes challenging during the pandemic, especially if the employee has to be trained to use a particular software or program. Some organisations may also find it difficult to reevaluate their employment benefit schemes to make it relevant to the current situation.

These are the 5 major challenges with onboarding during the pandemic. They can however, be overcome by making the necessary changes to the Induction program and leveraging mobile technology to make the process more engaging, interactive and effective. 

6 reasons to opt for mobile learning in corporate training

The changing trends in technology have generated a new and innovative way of learning through digital platforms. Mobile Learning or mLearning, is quickly becoming a popular way to access a variety of content and information through the use of multiple devices. 

Mobile Learning also provides an opportunity to engage the learner while boosting their overall productivity. Corporate organizations are recognizing the value of mLearning, especially as it enhances the learning environment, increases participation and creativity and improves the company’s revenues. 

There are 6 reasons to opt for mobile learning in corporate training-

1.  Flexibility

Mobile learning is flexible in the sense that it allows the learners the freedom to complete their training when they choose. It also gives them more control over their learning sessions and they have a choice over which modules to complete first and which ones later. Also, in the current fast-paced lifestyle, mLearning is ideal in corporate training, as the training time can be outside busy work hours and learners can opt for it during their regular commute or in the comfort of their home.

2. Higher Retention Rate

Mobile Learning is highly learner-centric, delivering the content in parts and is very different from the traditional way of giving information through books and lectures. The content that is presented is also simplified and made concise. It also offers the option of going back and engaging with it again, if the learner has any queries. Furthermore, each module is created in such a way that it doesn’t take long for the learners to go through them. As a result, the learner can quickly complete a course before moving on to the next one. 

3. Collaborative Learning

One of the important aspects of mLearning is that it facilitates learning in groups by establishing online communities where the learners can interact with one another. It can also easily integrate with apps and social media platforms to generate conversations about training and sharing experience and ideas, thereby creating a rich collaborative learning experience.

4. Higher engagement

Effective use of content design in mLearning ensures greater engagement of the learners. Puzzles, quizzes, interactive sessions and games make sure that the learner is able to not just learn, but enjoy the process of acquiring knowledge. This leads to greater retention of knowledge and the learner is able to recollect the modules easily. This is ideal for a corporate set-up, as most people are busy with their work, travel often and would be unable to go through pages of mere content. Also, the multi-device support available makes it easier for a person to access the courses through a variety of digital platforms such as PC, laptop, smartphone and tablet.

5. Tracking Progress

It is very easy to track a learner’s progress using mLearning platforms. They can also be assessed on the knowledge they have acquired and can access the course whenever it is needed. It thus becomes easier to provide feedback and compare a learner’s progress through the course as mobile learning allows the progress to be tracked. 

6. Ideal for Telecommuting

In the current pandemic situation, more people are preferring to work remotely and hence without a consolidated platform to provide training, it becomes difficult for an organization to function. Hence, it becomes essential to digitalize the training modules, so that people can easily access them from their homes and the company can continue to run smoothly. 

In conclusion, opting for mobile learning, especially in corporate training, not only removes formality from the learning process by making it more interactive, but also motivates and empowers individuals to develop the skills needed to increase their productivity, thereby contributing to the overall progress and development of the company. 

Scenario- based learning

Learning and instructing can be done by various strategies. The goal is to make learner understand the topic and have a positive approach towards learning. The learner must attempt to learn what is taught and how to apply it in everyday life.

In passive learning methods, a learner typically reads content and tries to absorb as much as possible. Scenario-based learning is an effective strategy where learners are given realistic tasks and scenes. Unlike passive learning methods, scenario-based learning is characterized by a lot of interactivity.

Scenario- based learning is especially effective in corporate training. It provides the learners with situations which require analysis and problem-solving skills. Dealing with a challenge helps a learner to accelerate their thinking processes and hone their decision-making skills.

Other key benefits of scenario-based learning are:

Higher Retention: Passive learning may or may not sustain the attention of an employee, and they can miss out on certain elements which may be essential for growth. In scenario-based learning, a learner devotes their full attention throughout as they solve issues and challenges.

Involvement: Since the learner is role-playing, he gets involved in the training and experiences it in-depth, staying engaged and taking part actively throughout the training program.

Enhancement of Skills: Scenarios need a learner to put on their problem-solving hat and apply their skills. This leads to enhancement of decision-making process and other skills like time management, analytical skills, resource management, etc.

Knowledge Application: More the practicality of learning, more its application in genuine life. Since a learner gets engaged as a part of the scenario, along with better retention, it also enables the application of the learnt content in a much better way to real-world situations.

Try Again Option: Being a problem solver in a simulated environment gives you the opportunity to fail and try again without real-life consequences. A learner can take the program multiple times safely with short feedback loops. They can try unique approaches to the same situation, gaining various perspectives and enhancing their skills.

Scenario–based learning should be built only after having a detailed knowledge of the subject and understanding the audience for the training program. The scenario can be a narrative with a single character or a situation with multiple characters. The success of the training program will depend on the learners’ perspective and understanding of the thought process of the character and the situation being simulated.

The idea, ultimately, is to motivate a learner to go further into detail and trigger interest and thought. If done well, the combined use of practice and problem-solving in scenario-based learning can go and long way in building and strengthening the learner’s knowledge, skills and confidence.

Knowledge and Data – The brains of a business!

All successful businesses, big or small, have one thing in common – Extensive business knowledge. In big organizations this knowledge can reside in entire teams, or units. In small organizations such knowledge is restricted to the people who founded the business, and maybe a few key employees that drive company strategy. In either case, scaling and sustaining organizational growth might be difficult, if the knowledge discovered, collated, and curated by the team is not stored for future reference. And that is why it is important to have Knowledge Repositories.

Before going any further, let us understand what knowledge means to a business. Business knowledge is a sum of skills, experiences, capabilities and expert insight, which you collectively create and rely on, in your business.

Knowledge can exist in many forms, but can be broadly categorized into:

  • Tacit knowledge – Personal know-how or skills rooted in experience or practice (Eg. Skill, Competency, Experience).
  • Explicit knowledge – Articulated knowledge recorded in documents, memos, databases, etc.
  • Embedded knowledge – skills and understanding locked in processes, products, rules or organizational culture (Eg. Informal Routines, Codes of Conduct, Organizational Ethics).


Your understanding of what customers want, combined with your workers’ know-how, can be regarded as your knowledge base. Storing, searching, accessing and using this knowledge in the right way is together known as Knowledge Management (KM).

At its core, KM has important implications on decision making in an organization. Effective KM supports the process of decision making and strategic planning and makes it possible to create, transfer and apply knowledge at different levels in a coherent and productive way. 

All of this is sounds great, and we can look up to major organizations such as Microsoft, Amazon, etc. for how they manage knowledge. However, implementing this in small businesses might create some challenges.

To do it right, a small business should

  • Start with thorough research to find the right tools for knowledge management
  • Implement these tools, without shying away or getting intimidated by new technologies
  • Thorough documentation goes a long way in Knowledge Management such as developing SOPs and guidelines of workflow.
  • Lastly, simple creative measures such as mentorship programs and discussions ensure effective flow of knowledge sharing and develop awareness amongst employees.

All the efforts of Knowledge Management are pointless if it is not safeguarded and backed up. A surprisingly unsettling statistic shows that 60% of companies that lose their data will shut down within 6 months of the data disaster. In addition to replacement time and irretrievable data, catastrophic data loss can destroy client confidence, leading them to take their business elsewhere. Retrieving the data requires an embarrassing explanation, and lost data could even lead to lawsuits.

Given the risk loss of data poses, it is important for every business to have a reliable backup solution. If your business has physical servers, backing up these entire systems are critical. As a small business owner, this should not be a big task once you have a proper plan. Backups can be created using two basic methods: file level and image level. File level is perfect for backing up files and folders on your file server. Image-level backups are perfect for when you want to protect an entire system at once.  Backups can be done in full, incremental or differential manner. A right backup strategy would also include backups such as Cloud Backup, Encryption of Data In-Transit, 3-2-1 Strategy, and Testing Backups.

Knowledge Management helps you run your business more efficiently, decrease business risks and exploit opportunities to the fullest. So, treat and safeguard your organizational knowledge as carefully as you would a sack of diamonds. Because it is every bit as valuable or more.