- Posted by Vidcruiter
- On October 31, 2012
- 0 Comments
- applicant hiring system, applicant recruiting system, future of recruiting, recruiting platform
The New Frontline Of Training And Development
Training and development today must contend with knowledge delivery speed too. For learning to be timely, it must be provided to those who need it fast. There was a time that between training needs analysis and its delivery it could take weeks, even months, to develop the module and have it floated to its target participants. Today this is simply not practical and to many organizations, completely unacceptable. Best practices can change fast and the posture of training must be always ahead of the trend. This can only be done when delivery is swift while competitors are still groping in the dark. Does that make a big difference? In a knowledge economy it does where consumers are updated in real time what is hot and what is not. People at work must be constantly moving towards self-improvement and the organization must dictate this pace.
How fast do you pass on knowledge to your people? What is the lead time of your training modules? Time is money even in training and development. An 8-hour course is not just practical anymore. For some basic training programs a whole day learning event can still work but for learning inputs that is needed on the go, 8 hours is a mighty waste of time to answer one technical question. Like a product from the very first time it was conceived to the time it hits the shelves, the speed by which this whole cycle is being carried out will determine the success of the product. This is the same with training modules. The success of the module in addressing a learning need is dependent on the speed by which it is made available to its consumers – people at work.
Developing faster outlets of learning
There is a call to think of better ways in delivering learning content to those who need it – fast. Supposing the needs analysis process is streamlined and inputs can be made available in a day’s notice, the next challenge would be to have a platform to get the learning inputs out – in avenues and platforms that does not need intentional changes of schedule for those who need it. People must be able to get to the information wherever they are, anytime. Learning must stop to function as a mere event, but a self-sufficient content that helps people perform better at work. These shifts in training thinking can revolutionize how training programs are developed and eventually delivered. Many organizations are thinking about virtual games accessible online that passes on key learning inputs. Some are developing personal portals by which people can collect, share, interact and collaborate on related learning content. Some are pursuing apps to deliver knowledge and skills to people in the field. This makes information delivery fast, mobile, and extremely flexible. Changing content to cope up with developing trends is easy. Training and development will cease to be a fixed function and become a living organism integrated into improving operational efficiency.
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