Tag Archives: employee engagement

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. 

Why is an Induction Program important?

An induction program is the process used within organizations to onboard new hires into the organization and familiarize them with the new role and company culture.

As you would expect, new hires are typically stressed and nervous about the new job, and the induction program helps them to get warmed up for the challenges that lie ahead. During the course of the program, new hires get an opportunity to learn about the new work environment, company culture, and their own role. A good induction program ensures they go through this without feeling overwhelmed or stressed.

A good induction program will include activities like-

  • Organizational hierarchy and structure
  • Introduction to the different departments within the company
  • Introduction to key members of staff
  • Guided tour of the office space
  • Introduction to employment terms and conditions
  • Rules governing working hours
  • Expected behavioral standards and dress code
  • Information pertaining to benefits, incentives and appraisals
  • Job description along with key duties and responsibilities
  • Specific job-role training

Benefits of Induction Program

  1. Drives Productivity – Productivity is a major aim of business, and a workplace with comfortable employees brings more productivity at work. Good Induction training empowers your team with the skills needed to get their jobs done correctly and more efficiently. It defines the right track for one to follow in terms of the job profile and also seeks to build a positive aura in the team with respect to the organization.
  2. Saves Cost – Giving a certain amount of time in the beginning, leads to faster time-to-performance, which saves a considerable amount of time and money. Further, by investing time and money into induction training for your workforce, you show that you value them, which in turn, can improve loyalty and staff retention, saving your business money in staff turnovers.
  3. Improves Communication – Letting everyone know who is in the organization and their first point of contact sets the basis for good employee/management communication. It instills a level of confidence as to where they sit within their teams and who their leaders and mentors are.
  4. Improves Retention – Employees leave their job in the first year if they don’t receive adequate training, or if they find it difficult to know about the organization, and, the roles and responsibilities. Typically, employees that do receive induction training are more likely to stay and progress within the company, as they are given a transparency regarding the organization context.
  5. Healthy Environment – Getting an employee to know about other employees as well as the people in charge of the organization, creates a healthy environment that prevails as long as the employees work in the organization. Induction leads to a comfortable and friendly environment. And overall, with a comfortable environment around, people come out with more ideas and it paves the way for more creativity.

Induction training, is a great way to train staff, visitors and contractors on their roles in a company. It increases overall performance and job satisfaction, benefiting both the business and the employees. It significantly improves staff and visitors’ first opinions about the organization, sets their expectations and gives them the tools to make a great start at work.

References-

5 ways to know if you’ve successfully launched the ON-BOARDING program

Employee onboarding can be defined as the process of familiarizing a new employee with the organization’s policies, the employee’s role in the organization, and the organization’s culture. It also involves making the employee comfortable at the workplace, making interactions with colleagues easier.

The success of employee onboarding depends on the structuring of the onboarding program. Faster the employees are made comfortable and empowered to do their job, faster we get the outcome.

Onboarding may not only be for newly joined employees, but also for employees who are getting promoted. Even though they know about the work culture, the team culture can be different. The onboarding process also helps in such situations.

A formal onboarding program can range between 30 days, 90 days, 180 days, or a good 365 days. It takes place immediately after the employee joins the company. Pre-boarding can also be done as soon as the person gets the offer letter.

An onboarding program includes information about the policies of the organization, rules and regulations, benefits, job profile, roles and responsibilities, work culture, social connections with colleagues. It can also include a tour of the organization (or a virtual tour too!)

With all the effort, it is essential to know if the onboarding program is successful or unsuccessful along various vectors:

1.Role Clarity

The first point to check is if the employee is aware of the job profile. If the new hires seem to be easing into their roles a few months after the onboarding process has ended, it’s a sign that the onboarding has gone well in terms of role clarity. If the employee is frustrated or confused about the job profile even after a few months, the onboarding process needs to be modified.

2. Organizational Functions

The new employee should also know about the organization along with own role. The employee must know about the departments, and whom to turn to, in case of any doubt. If the employee does not know these things, it can be stated that the onboarding process didn’t go well. A virtual tour is an option in such cases wherein the employee can go back and visit the program even afterwards.

3. Company Culture

Understanding the Company culture is very important for a newly hired employee to operate effectively in a team. It is essential that one get acquainted with the new atmosphere and co-ordinate with other employees. If the new employees find it difficult to synchronize with the team, the onboarding process surely needs modifications.

4. Knowledge Retention

It is essential to know if the new employees remember the information a few months after the onboarding process has been completed. Onboarding typically includes drives critical information and skilling centered around an employee’s role. Thus, if the employee is unable to recall the knowledge imparted, the onboarding process needs to be revisited.

5. Employee Retention

High employee retention is a sign of successful onboarding process. Every organization wants its talent to retain and sustain for a long period.  If the retention rate of newly hired employees is high, it hints at a successful onboarding program, whereas, if the employees are leaving within a year, the onboarding program needs to be checked.

Often, the first impression is the last impression, and the onboarding process works in the same way. Though it is limited to the initial period of an employee’s life in the organization, it must be well-structured to bring out the best in an employee throughout their tenure. This benefits the organization in terms of profits, and the employee in terms of growth and development.

Reference: https://elearningindustry.com/signs-show-onboarding-process-is-successful

https://hr.toolbox.com/articles/what-is-new-employee-onboarding/

‘Karma points’ keep employees motivated

Gamification encourages healthy competition, and the immediate incentives range from gift vouchers to virtual one-on-ones with the CEO for racking up a certain number of ‘karma points’

Mumbai: About four months ago, helping a colleague out or going above and beyond the call of duty only earned Sukrit Sarkar, 24, a pat on the back. Now, the associate product manager at HR platform Springworks earns points every time he does something to help a team member. Sarkar had the most points, 300, until another colleague overtook him on the leaderboard last week.

Appreciation is fuel in any organization, but while working from home, it’s often easy to miss thanking that one team member who goes the extra mile. Companies such as Proctor and Gamble and Goodera as well as startups like Springworks have turned to gamification to induct new employees, motivate existing ones, and run training modules remotely during the covid-19 pandemic. Gamification encourages healthy competition, and the immediate incentives range from gift vouchers to virtual one-on-ones with the CEO for racking up a certain number of ‘karma points’.

“When you work from home, other people on the team don’t know what you’re doing. And it’s nice when your teammates recognize your contribution,” says Sarkar. “In the physical office, we’d chat or congratulate one another. That was missing.”

Bengaluru-based Springworks built a gamified peer-to-peer recognition platform called Springengage in late April after its staff moved to working remotely. ‘Kudos’ (appreciation and gratitude for help) from a fellow employee earns the person 10 points, while a ‘shoutout’ (when someone goes beyond his or her role or does something that helps the company) brings in 100 points. The scores are displayed on a leaderboard, which creates a healthy competition.

“It has helped me keep motivated during these times. It has made us more curious about each other’s work. If someone gets a kudos or a shoutout, I want to know how the person solved the problem,” says Sarkar. Recently, he redeemed half his points for a ₹500 Amazon voucher to buy a book that was long on his wishlist.

Game-based activities are also helping companies induct new hires and interns, all of whom are rejoining work remotely now. For the first time in its history, Procter & Gamble India inducted 90 interns into a two-month stint virtually this year. To ensure learning and collaboration was engaging and interactive, a gamified module was created on its app. As the interns completed mandatory and optional training courses on the app, answered quizzes and challenges, they accumulated points. This was tallied on a leaderboard on the app with the top scorers getting gift hampers.

“We wanted to innovate and truly translate our on-ground ‘GetIn’ onboarding programme to a fully virtual experience. Gamifying the experience with deliberately planned touch-points increased the overall participation and engagement on the app. This also created a sense of community, drove engagement and motivated interns,” says PM Srinivas, head, HR, India sub-continent, Procter & Gamble.

At Goodera, gamification has worked to get its young staff to interact again, and ease work stress. Over the last few months, the tech company working in the space of CSR has rolled out a virtual volunteering facility. While employees met all their deadlines, moral seemed to be flagging during the lockdown. So, founder Abhishek Humbad introduced virtual volunteering for his team. But it really took off when employees could earn ‘karma points’ for individual and team effort, social impact of the voluntary work and more. The points, which reflect on a leaderboard on Goodera’s internal platform, earn employees gifts, ecommerce vouchers or a virtual one-on-one meeting with the CEO. “People notice what others are doing, and it also nudges them to do more,” says Humbad.

Webinars and informal Zoom meet-ups are losing novelty. “Gamified content gives a sense of micro achievement, which makes people feel good,” says Arijit Lahiri, co-founder, QuoDeck Technologies. The Mumbai-based game learning app creator has seen its turnover double since the start of the pandemic, he says, adding that clients are requesting casual games to fit into a storytelling format.

Rajib Chowdhury, founder, TGC Technologies, which helps companies create gamified activities, however, says companies should not get swept away by gamification and ignore other aspects of deeper employee engagement. “Companies have to be clear about what they want to achieve from the whole exercise. Besides uplifting morale, companies need to focus on creating purpose,” he says.

By Reshmi Menon, journalist at livemint.

This article was first published on livemint

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.