Digital Learning Trends For Companies To Upskill Employees In 2020
Employees who are assured of education and constant up-skilling during their hiring process, are probably bound to stay longer and be focused at work.
2020. The end of one decade and the beginning of a new one. While the world ponders over what the year holds, enterprises too can look forward to the year and its possibilities.
Great and successful enterprises are also the ones that are built upon the support of resilient employees. Trained, state-of-the-art and educated employees to be precise. Enterprises who have their sights on the top, understand that it is their workforce that can get them there. For example, on average, the Fortune 100 ‘Best Companies to Work For’ provide 73 hours of full-time training for their employees. When compared to the industry average of 38 hours of training, the upgrade is for everyone to see. And these enterprises also see a 65% less turnover of their employees compared to others.
In today’s constantly changing world, enterprises and specifically top executive leaders are understanding that training and upgrading of employees are more than just another cost induced. It is in fact, a sure-shot way to provide the enterprise a competitive advantage over its competitors. Employees who are assured of education and constant up-skilling during their hiring process, are probably bound to stay longer and be focused at work.
And employees who are adept with the industry’s latest skills and tech is tough to come by. Ask any organization’s HR and they’ll tell you. According to SHRM’s Skills Gap Research, 75% of HR professionals say that there is a shortage of skills in candidates for job openings.
The modern business playground is amidst rapid changes and innovations. That in turn, makes it more important for organizations to up-skill their employees at a faster rate. Businesses need to deploy the latest in digital learning techniques so that they can prepare their workforce for the future.
We at Stratbeans wanted to observe and analyze key learning from modern digital learning techniques, trends, and platforms. After delving deep into the topic, here are a few Digital Learning trends that we think will shape the way companies upskill their employees in 2020:
Gamification of Content: In 2020, content that’s curated for up-skilling employees has to be more relevant and engaging than its predecessors. Workforces need to be completely engaged with the information that they will be receiving and interacting with. Transforming regular
content into immersive gamified versions is surely a technique that will be used prominently in the years ahead. Through gamification of information and lessons, HRs and Learning & Development teams in businesses can foster competitiveness among its workforce. Gamified content also boosts completion of the entire journey and will see employees following their up-skilling courses till the end.
AI-based Chatbots: The chatbot industry is amidst a rapid phase of growth. By 2021, the chatbot market size is expected to scale valuation of $3100 million. And that will make it a 400% growth since 2015. In today’s world, at a point or another, you may have spoken to a chatbot, but the experience might have been so seamless that you couldn’t differentiate. Powered by AI chatbots today aren’t just an electronic voice but are the voice of experts. Chatbots are already giving prompt, analyzed responses and soon they might even be programmed to develop a personality. With the scope of such personalized conversations being hosted via chatbots, they are the future of information exchange and digital learning.
Seamless Content Compressions and Updates: In today’s constantly changing markets, brands need to be always at their updated and presentable best. The shift in brand communication, identity, ideals and customer engagement must be agile and seamless.
For any brand, there are certain key assets which it must manage with care. Assets like website, tone of voice, marketing campaigns and outreach programs are the building rock of every brand. But in an age when data continues to change and upgrade quickly, brands can’t be lagging.
Think of a brand’s workforce could be upskilled to update its digital content and website as and when the situation requires. An up-skilled workforce could lead and shape the brand’s website and other communication if taught the right skills.
In 2020, maintenance and up-gradation of content via LMS and UI UX shifts will become more quick, agile and seamless thanks to more upskilled brand custodians.
Netflix inspired e-learnings: Netflix - the hugely popular streaming platform that delivers content to over 100 million viewers across the globe. Users are so used to its intuitive and seamless interface, that binging on content feels natural to them. Picking up lessons from Netflix, businesses could look to developing a platform for binging on e-learning.
Think if you are an e-learner looking for courses within your field, instead of just being handed a link or PDF to check, you can go-through content that’s curated and presented in an engaging format like Netflix. For example, if you are entering an organization in a sales capacity, you’ll see course catalogs related to sales training, sales enablement, etc. And then based on your learning habits, the platform can suggest similar courses. This intuitive, fun, engaging and Netflix-esque way of learning is a route that enterprises will explore to up-skill their employees in 2020 and the years ahead.
This 2020 the challenge lies in finding the right use case application of these options. Businesses are realizing the importance of investment in learning technologies, and over the new year they must look to find more impactful and scalable methods to improve and educate their employees. 2020 is going to be the year of upgraded and upskilled employees taking charge and leading brands towards success and stability. And Digital Learning will be the bedrock of this vision and its implementation.
Disclaimer: The views expressed in the article above are those of the authors' and do not necessarily represent or reflect the views of this publishing house