When it comes to short-term and long-term training, job performance and career management go hand in hand. According to Pierre de Champsavin (Product Marketing Manager for Learning at Talentsoft), this compatibility—which reflects the concept of “learning in the flow of life”—requires a unified training and talent management platform that uses AI tools.
Pierre de Champsavin, Product Marketing Manager Learning @Talentsoft
How does training today help employees improve job performance and develop competencies?
Pierre de Champsavin: Now more than ever, training must be able to help employees achieve their professional objectives. A manager’s role in facilitating this process is to ensure that their employees are able to develop individually as well as in a team environment. The complex overlap between the needs of an individual and the needs of a group can impede the training process. This is mainly due to a lack of adequate data and because managers do not always feel that they need to play a part in this connection between the individual and the group.
Training managers who tend to favour team objectives can use digital tools to help them ensure they are integrating both individual and group requirements into training objectives. The use of digital tools allows training managers to work together with line managers on different training components like the budget, results tracking, and identification of regulations that may need to be established. Furthermore, digital learning can help an employee who may be struggling with their training and can even ensure the effective performance of the team.
Lastly, it is important to mention that today we are able to predict the effect training has on trainees based on the metadata collected during the training course. The use of various digital learning methods (virtual classrooms, elearning modules, MOOCs, etc.) make it easy to collect information specific to each group of trainees. With this in mind, L&D is able to ensure that a training course is in line with an employee’s operational training requirements and can thus make decisions based off of the optimised suggestions made by AI tools.
Does blended learning help in personal and professional development on a medium- and long-term basis in the workplace?
Pierre de Champsavin: Yes, blended learning is still very relevant! Blended learning in all its different shapes and forms—face-to-face training, live sessions, asynchronous training, and mobile and social learning—has evolved substantially. Blended learning allows you to organise and adapt training to suit your needs, which has made employee training faster, more enjoyable, and more effective. It has even enabled employees to acquire new skills at a much faster rate. Not only are they able to develop professionally, they most importantly have the desire to develop new sustainable skills thanks to the endless amount of learning experiences available at their fingertips. This also helps them find more meaning in their work (87% of employees consider finding meaning in their work to be important, according to the French study by Deloitte, “Sens au travail ou sens interdit”, 2017). In order to establish a connection between skills development and personal career or mobility goals, employees must remain in close touch with their personal aspirations, their current professional situation, and other future opportunities. It’s like constructing a building: you must ensure each brick is perfectly laid in order to create a sturdy structure. You can apply this same step-by-step logic when building the connection between the personal and professional.
And to satisfy such diverse needs, you need a unified talent management platform that centralises data and HR processes. By aligning employees’ objectives with the global business objectives, and by matching potential mobility with available training, everyone is able to manage their own goals and development in keeping with their company’s requirements. And this is precisely what our 2,000 customers are able to do on a daily basis thanks to the Talentsoft solution.
Can training help improve both operational job performance in the short term and human capital and career management in the long term?
Pierre de Champsavin: Yes, training can absolutely help with performance on a short-term basis as well as for one’s career in the long term. This is particularly possible thanks to the variety of custom training available and to training that is easily adaptable to suit short-, medium-, and long-term needs. In my opinion, training must always help improve both of these aspects. Job performance and career management must always be compatible and never in opposition. To achieve this, both soft skills and hard skills (which tend to become obsolete at some point) need to be part of training and employees need help boosting their employability. People flourish in their career by not only what they learn at work but by what they learn outside of it as well! And this is exactly what I mean when I talk about the concept of “learning in the flow of life”. This includes everything you learn “in the flow of work” as well as outside of it: academic knowledge, training related to personal interests, and any other upskilling training.
Which is why, in your opinion, Talentsoft management systems are essential for any company.
Pierre de Champsavin: Exactly. Because in this context the maximum amount of authorised centralised data is found on the platform, including team data, emails, and mobility and training requests. AI will be able to emulate all data combinations imaginable, detect or confirm trends, and make suggestions that we would have never thought of! Unlike platforms like Netflix or Amazon, which recommend products based only on viewing history or order history, these AI tools will be able to offer a wider range of training options and allow individuals to choose how they want to improve their skills according to their personal preferences and needs.