Table of Content
Introduction
Right now is the peak time to invest in electronic learning management systems for organisations wanting to scale their people operations and potential. That is, in fact, one of the smartest ways for setting up a sustainable and strategic training program.
With a sustaining learning program, everyone can engage, participate, and grow together. The learning management systems must be personalised, automated, streamlined, or have the right technology to provide equal opportunities for the targeted group to learn on the go.
So, if you’re a talent manager and want to coach and mentor your staff the right way without burdening the environment, read the post ahead.
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Top 8 Ways to Set Up a Sustainable and Strategic Training Program
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Make the learning module anywhere accessible
Depend less on paperwork when you want to train your staff with digital tools and programs. Instead make the learning management system online, paperless, and anywhere accessible.
This puts less pressure on the environment, which is already sensitive enough.
In fact, the processing speed of the learning management systems can be seamless and fast with on-cloud hosting which the HRMS like ours provides.
Moreover, when learners access the eLMS at any time, they can set their schedules and be flexible yet disciplined in skilling up at a favourable pace.
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Allow macro document view in the eLMS portal
The macro document view in an eLMS or electronic management system is essential. This would enable the learner to read and consume content without having to download multiple file extensions.
They can easily consume the content they want to on their smart devices without having to depend on external applications or extensions. This initiative or feature saves time, mental and emotional labour from your learner’s part.
They can straight away focus on learning the content, irrespective of its file type or size.
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Recommend new courses based on past learning
One of the strategic ways to implement a learning and training program is to have it recommend courses. The system must read into the history of the courses and chapters learned by the learner.
This improves the potential of a learner in a given period to learn more skills and upskill themselves at the right time. This activity helps to prepare oneself for more challenging roles in the future, especially the ones relatable to them and their industry.
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Encourage employees to rate and review each course
When employees rate and review each course, catalogue, or chapter, it helps the content creator and uploader to standardise the learning material and its quality.
This gives deeper insights to the talent managers and the management in knowing whether the course content is really effective, relatable, and useful for their staff.
With time, the content creators can course correct and improve the overall standard or quality of the learning modules, indirectly helping everyone to increase their individual outputs.
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Find the utilisation rate of each learner for learning effectiveness
eLMS analytics is one way to dive deeper into knowing the learning effectiveness. You will know how many of the learners are utilising their hours in learning and completing the courses which they start.
When you get deeper insights into the utilisation rate of each learner, you make educated decisions to promote, reward, and appraise them with deserving pay and incentives.
Also, real-time insights help you to reimagine and re-engineer the learning experiences on the go. As a talent and content manager, you will be able to forecast what skills might be relevant next for your staff and if they are capable of learning those.
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Assign new and challenging projects based on new learnings
Once you have the analytics and insights into what new courses has your staff learnt, get down to assigning new projects to them. The effectiveness of the learning proves itself to be true when your employees are putting their knowledge to the test.
They need practical examples and experiences to ingrain the learnings of each module, training program, or session.
Moreover, experiential learning helps you to cushion the need for experts for completing ad hoc projects and tasks where the stakes are high. That means you can do away with hiring new talent at a high cost.
Instead, build a strategic and experiential program for your existing team members. Then, offer them an exponential career graph and incentives for every feat they achieve.
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Give permission to specific user groups for targeted courses
Make the learning more target-oriented with access and view control. Ensure that you give access to only the groups that would leverage the learning modules from the eLMS.
This helps you create more strategic and purposeful leaders in the team. You don’t end up wasting time for everyone to learn everything available in the eLMS. However, certain courses can be mandatory for everyone to sharpen their soft and digital skills.
When the course or training is related to a certain vertical, you can then give access to only a certain department and fasten the collaboration between team members to reskill and upskill together.
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Gamify the learning experience with badges, certificates, quizzes, etc.
Another way to set up a sustainable and strategic training program is to gamify the learning experiences. Provide quizzes, a leadership board, badges, and system-generated certificates for learners.
They must be able to share their competition updates or system-generated certificates on the intranet. You don’t need to provide or offer certificates in the physical format.
The online or digital badges, scores, and certificates are helpful to make an online or remote worker more influential in their social circle.
Moreover, with gamified experiences, employees tend to learn and retain the information at a much better pace.
Conclusion
We’ve read and explored 8 steps to set up a sustainable and strategic learning program. If you're in line with these points, we got you covered. With our fully integrated set up, you can make learning effective, anywhere accessible, and interactive at the same time.
Contact us here for information on the eLMS.
FAQ on Sustainable and Strategic Training Program
- How can a strategic training program benefit our organisation in the long term?
A strategic training program can benefit your organisation by aligning employee development with business goals, improving productivity and efficiency, fostering innovation and adaptability, and enhancing employee satisfaction and retention.
- What are the key elements of a sustainable training program?
Key elements include assessing training needs, designing customised training content, using a variety of delivery methods, providing ongoing support and reinforcement, evaluating effectiveness through feedback and metrics, and integrating sustainability principles into training practices.
- How do you measure the success and sustainability of a training program?
Success and sustainability can be measured through indicators such as employee performance improvements, increased retention rates, positive changes in organisational culture, reduced environmental impact of training activities, and cost-effectiveness of training investments.
- How can a strategic training program align with our organisational goals and objectives?
A strategic training program can align with organisational goals and objectives by identifying skill gaps that hinder goal attainment, developing training content that addresses these gaps, and integrating training outcomes into performance management processes.
- What role does employee engagement play in sustaining a training program?
Employee engagement is crucial for sustaining a training program as it drives participation, motivation, and commitment to learning. Engaged employees are more likely to apply new skills and knowledge to their work, leading to better results and retention of training benefits.
