Ineffective approaches
Some approaches to learning have long since begun to lose their relevance, and now
- Training "from above".This is a classic model that lost its effectiveness not yesterday.The worst-case scenario is when training is in addition to work, the employee spendsyour free time for it.
In this case, learning becomes a burden,There is no motivation, the courses are held only for show, and not to gain knowledge and experience. The passed material is instantly forgotten by the employees immediately after the completion of their studies.
How to fix?The initiative of training should come from the employee.This practice is becoming more and more common among Russian companies.An example is QIWI.There are two options for changing the learning model.The first way is when employees submit applications for training themselves, coordinating them with direct management.Secondly, managers offer their department to take a course, but do not impose anything, only those who are interested and need it sign up.
- Lack of continuing education.One of the drawbacks of the old system is its fragmentation and lack of practice.An employee was sent to a course where he was taught something.knowledge that becomes obsolete in a few months, but no one will send him back to the courses, because someone needs to work.This scheme simply does not meet the modern needs of business.
How to fix?You need a continuous connection between training and workflow when employees receiveSuch a model is used, in particular, by 2GIS.The company has created a large database of answers to questions that employees may have during work.For example, a cartographer has forgotten how to draw complex objects.Answers keeps working, not going awayIn general, the training should help to gain a learning experience"on demand," not "because it's necessary."
- There is no connection between training and work tasks.It is still common to have a training scheme where employees are trainedFor example, a programmer may be sent to a course to master some new framework, which may soon be availableBut it may well not be, so the knowledge will be useless.It is even more likely that the framework will be used, but by that time the employees will either have time for everythingforget or completely renew the team.
How do I fix it?New knowledge must be used to solvespecific tasks, and not sometime in the future, but now. The goal of training the negotiator should not be “to learn how to negotiate better,” but to “learn how to work out customer objections early in the negotiation to apply knowledge to the sales of a new company product.” This task is solved with the help of micro-courses, webinars and workshops, rather than multi-month programs.
- Lack of a specialized corporate training system.Many companies still use an academic learning system — with a lecturer, lectures, homework, and everything else.The quality of the lessons, if any, is purely formal.the effect that the business is counting on.
How to fix?There should be a separate LMS (learning management system) that allows not only to train employees, but also to assess the effectiveness of training.For example, the We.Study system allows you toThere are statistics on training, individual lessons, courses, students and groups.For the convenience of the latter, mobile applications have been developed, courses can be conducted both online and offline.Manual and automatic issuance of certificates is provided.
LMS, learning management system,A "learning management system" is a software application for administering training courses within the framework of distance learning.
- Outdated formats for presenting educational content.As mentioned above, many companies still useThis also applies to the content – they use theBut the effectiveness of this format of content presentation is not too high even in universities, not to mention companies.
How to fix?These are online courses, webinars, interactive videos, corporate knowledge bases with a focus on UGC (user generated content), mobile applications, augmented and virtual reality.For example, since 2016, Cerevrum has been developing educational VR/AR simulations that allow you toDevelop and practice soft skills, gain new experience and knowledge.
- Lack of uniform standards.The point is that in many companiesTraining in different divisions and departments is structured differently. Accordingly, if an employee moves from one department to another, he has to retrain, focusing not so much on content, but on organizational issues. And if a company needs to change the entire corporate training system or adapt a new course for each department, many difficulties arise.
How to fix?One of the cases for solving the problem was suggested byMasterCard. The company decided several years ago to move from periodic and disparate programs, the development of which was the responsibility of training specialists, to self-managed solutions. The company's employees were asked to reinvent the approach to training, and after some time a solution emerged. These include massive open online courses (MOOCs), on-demand microlearning, and self-paced learning. Since the training system is self-governing, it improves on its own; MasterCard does not need to periodically change anything radically.
We check the relevance of our training system
Here is a short checklist that makes it possible to understand whether something needs to be changed in the corporate training system.
- The company always has a clear goal of training employees. Not just "management training", but "studying two management tools, using which we get a 20% increase in sales."
- In your company, training is continuous, "on demand". If an employee needs to learn something new or remember a forgotten one, he can easily do it without interrupting his work.
- The company has a unified database that helps employees get the knowledge they need.
- The training process includes both relatively lengthy courses, webinars, and micro-courses, for example, videos, when an employee can get the necessary information in five minutes.
- The company almost does not use textbooks, manuals, offering employees online courses, webinars, training videos, AR / VR models.
- The company has a clear training system with the ability to assess the effectiveness of training and certification of those who have completed training.
- You do not need to radically change something in the training system every six months, it adapts to the current conditions by itself.
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