The latest technology, arrival of a new digitally connected society within the workplace who is up-to-speed with different IT tools and social networks all shuffle the cards of professional training. Major changes require training departments to totally rethink their training paths in order to make them more efficient and meet new challenges. In this ever-changing world of technology, companies must keep moving and anticipate changes in business. But how do we ensure success and handle these changes? 

Training is a way to improve performance

We are all familiar with human capital, intellectual capital, skills and abilities, etc., yet none include training. Nevertheless, this is what allows employees to increase their skills and help the company grow. Therefore, the HR department should focus on ways to pass on expertise and add value to the company’s learning capital.

Employees hold the key to a wide range of specialized knowledge and expertise. Expertise depends on your employees. Similarly, positive feedback and sharing good practices also help to build knowledge.

Now, all you need to do is incorporate these practices into the company’s culture. However, this requires specific actions. The training department not only guarantees to file and store skills and expertise, but also implements the transfer of knowledge. It manages training material and helps circulate it among employees and company partners.

Traditional channels for circulating training needs are often very/too long in companies. Employees express their needs to the manager who then reports them to the HR department and/or training department. The training department looks for that specific knowledge internally or externally, and then relies on the experts to create a training pack. Thinking together about organization and training in order to act simultaneously on these issues is a step in the right direction.

New training opportunities

The agile company must demonstrate its ability to integrate and assimilate new expertise. Today, every employee in his or her own personal life is used to finding an answer in real time, referring to multimedia, etc. We communicate remotely but still remain reasonably close.Culture is made up of many different paths,” according to psychologist Serge Tisseron. It provides a new way of understanding and, therefore, requires us to rework our training methods.

The agile company must demonstrate its ability to integrate and assimilate new expertise. Today, every employee in his or her own personal life is used to finding an answer in real time, referring to multimedia, etc. We communicate remotely but still remain reasonably close. “Culture is made up of many different paths,” according to psychologist Serge Tisseron. It provides a new way of understanding and, therefore, requires us to rework our training methods.

“Taking these changes into consideration will automatically lead the strategy for developing learning capital towards the establishment of knowledge and technology for distance training.”* According to the different experiences, skill levels and training of each employee, it is important to personalize training paths and provide everyone with appropriate training. Only digital learning provides these results.

*Source: Le capital learning : la formation au service de la performance de l’entreprise by Noria Larose and Jérôme Bruet, published by EMS. (only available in French)

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