L&D programs are more than just a buzzphrase for Human Resource teams to throw around. A significant part of revenue generation involves aligning employee performance with company goals through training. A 2014 report showed that companies spending as high as $1500 per employee on training enjoyed a 24% higher profit margin. More so, accurate decision-making regarding employee promotions that will most benefit the company’s growth often revolve around finding the most skilled employee. When a company does not identify and plug up skill gaps or cannot track professional development in their employees with curated training systems, the company’s bottom line will suffer.
Traditional learning methods such as official in-person training and periodic training camps and trips may promise some results. Reinforced, repeated learning equals better-trained staff, but any organisation can incur significant costs in organising repeated training sessions for new and existing employees. If your organisation never has, now’s the time to answer these questions.
Digital learning transformation can occur gradually; for example, some organisations now adopt an email learning strategy, sending learning materials to their employees’ company emails. Email learning can be a significant first step; however, there is no way to track the effectiveness of the learning materials and who is getting what training, so such digital learning methods are bound to fail. The same limitations apply to physical training camps or even periodic virtual learning sessions via video conferencing tools like Zoom, Skype, Microsoft Teams, or Google Meet facilitated by external contract trainers or talent developers.
For the best results in digital learning, organisations like yours need an internal digital learning system that enables a robust learning experience for your employees, not one-time online training. Where talent developers and other facilitators are involved, a significant amount of time is usually required for training if it is not customised and automated for online learning and relearning. By transforming the usual classroom or in-person learning content onto a digital platform and making seamless updates directly, employee training is unlikely to disrupt workflow as employees learn online. Corporate e-learning takes 40% to 60% less time to complete when compared to traditional learning. Without digital learning transformation, employee training will take up more employee time, reducing the positive growth impact and company performance over time.
The value of learning in organisations cannot be overstated today. However, the essential discussion for every company executive to consider is how efficient and sustainable they can make learning within their organisation. Digital learning solutions are guaranteed to save up to 80% on training costs. From onboarding to technical training and leadership training, scaling your employees’ access to updated knowledge about their field, skills, and career level can progress seamlessly with the company’s daily operations.
Setting your organisation up for ever-higher levels of success is now linked closely with scaling your company’s internal learning systems. The more efficient and accessible your learning system is, the more timely skilled your employees are. Intuitive digital learning methods are ushering in a new era for self-directed learning for your employees. Like the most disruptive evolutions of industry and technology known to us, such as Bitcoin and the blockchain, digital learning can transform how your organisation thinks about getting ahead in 2022 and beyond.
