Maximising The Impact Of Digital Learning

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The Covid-19 crisis has changed the way people learn and work across the world. This pandemic forced organizations to relook workplace learning and they started adopting newer learning tools. This crisis emphasized the importance of digital learning making everything move online and the l&d started adapting to innovative digital solutions engaging remote workforce and determine their working. Even many organizations increased their learning hours up to 10X to meet the new set of learning requirements. Organizations now maximized the use of online learning platforms to ensure accessible learning and communication methods.

Digital Is The New Vogue

In this new environment, success depends on how comfortable you are with this new digital sandbox no matter to whichever industry you belong. This digital transformation of learning has increased the organisation’s capacity to evolve by providing just-in-time solutions. Some of the benefits which digital learning provides are:

Digital Learning helps in allowing materials to be accessed on 24/7 basis, freeing trainers and workforce from the need of meeting at a centralized location. Training employees digitally allows employees the flexibility to consume the material at their own pace and the same portal can be used to distribute product knowledge and partner training to associates and extended enterprises. As we know training that’s done in person moves at a fairly deliberate pace but digital learning allows workers to move at their own pace and gives them free time to pursue other tasks. It also creates a spirit of collaboration by using high-definition video conferencing and real time chat functions. These platforms make the process more dynamic by incorporating gamification, personalization and other elements that helps in deepened engagement of the employees. The flexibility and mobility of digital learning allows employees to take the skill development into their own hands and lets them decide when, where and how they will learn. So, organizations that make digital learning a priority will allow the employees to do their jobs more effectively while refining their skills to match the changing needs of business.

Review Learning Strategy

To work effectively in the ‘new normal’ there is a need to transform the learning blueprint. Various learning leaders see this as an opportunity to experiment with new technologies because it addresses the constraints we are facing today.  Businesses have recorded substantial gains in productivity and efficiency over the past few months due to the shift to digital and these changes are too crucial to abandon once the crisis eases. The new learning strategies will have:

Better engagement solution

One of the key success factors in digital training is ensuring learner engagement. Some of the reasons why most companies haven’t given much importance to digital learning are learners multitasking at the time of training, remain passive while attending the session or simply not logging in.  The only way to lift the online medium most appropriately is through design thinking for highly skilled and engaging learning tools which will lead to magnifying learner experiences. Arranging and integrating new techniques in training programs will also play an important role.

Fresh skills

Thriving in the virtual environments will require individuals to be more purposeful, trustworthy and adaptable. Skills should not be limited just to the organisation but it should be able to cater to the changing demands which will be possible by crafting inventions that borrow and adapt form other industries.

Keen concentration

Digital learning needs to work more to gain attention of the learners than the offline trainings as the latter can be made more fun by some interactive sessions. So, the training programs should have sharper focus and greater alignment with business needs which is possible by assessing the training needs multiple times a year to keep track of the evolving priorities.

Communication is the key

Learners will become more driven about what they want to learn with content becoming a commodity these days. So, the technique through which the advantages of a training session are communicated will become all the more important. Communication which are informative and that elaborates the ‘why’ of learning will draw the attention of the potential learner into the program. Focusing on the unique selling value of every program will be a key asset for L&D in every organization.

Tracking data finer

A key advantage of digital learning is that it helps in harnessing and generating learner data simpler. This data can be used for better critical insights and can also help in taking decisions on learner tools, needs, programs etc. Major role will be played by advanced analytics and L&D will have to get aligned to what the business and people require.

Keep Learners Updated

Social media, news and all other entertainment platforms has become a basic human need now-a-days which keeps us updated with all the latest news and information. Digital Learning also follows the similar model by maintaining quality with regularly updated and newly added content which will help in engaging employees far more than the recycled information that they have already consumed.

The crisis has given L&D a golden opportunity to remake and harness the power of digital learning for the growth of employees and organizations as a whole. The insights will also help in improving employees’ skills and building a learning culture through designing engaging learning courses which will be beneficial for organizations in the long run.

Wrapping it up!

As we know there is no certainty as to when is this crisis going to end so it is better if we use this opportunity for innovating, learning and growing better. Not all technologies will be effective to an organization so L&D should identify the emerging digital technologies and decide in which they should invest. The COVID-19 pandemic has coerced organizations to move to digital learning, leading to enormous efficiency profits for L&D.  Efficiency, however, is not the determiner. To grow stronger, L&D teams will have to concentrate on how to make use of the real capacity of digital and improve their insights for creating learning that has an effect on both the individual as well as the organisation.

 

About Rumena Bose

Rumena Bose

Manager – Talent Development, Silicon Valley Bank, is leading the Talent Development function for Silicon Valley Bank, India. She is a passionate and data driven agile strategic talent development enthusiast with over a decade of experience across various domains – IT, Banking, Audit and Travel. Her career evolved from being a Java developer to Business Analyst and she followed her passion towards developing people and pursued Talent Development as a profession. She is also a SAFe Program Consultant and has driven Agile and SAFe transformations in her role.


Posts by Rumena Bose

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