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Step Into the Future With eLearning

Departments throughout organizations large and small constantly grapple with a singular problem: training. How to implement it? What systems to use? When should it be done? And how do you measure effectiveness?

When these questions are not properly answered, employees suffer. But more than that, other departments within the organization suffer. Perhaps they could benefit from enhanced eLearning methods.

Take Human Resource departments as one example. HR departments require capabilities that allow them to manage, develop, implement and monitor employee training. This training relates directly to recruiting and retention efforts and is often governed by compliance and regulatory requirements.

Effective training is critical to ensuring employees not only retain the information they need to do their job but to excel. HR managers must find more of those people. What is the most effective way for HR managers to use training and development resources? Are there more effective ways to handle onboardings, orientations, and other training?

The human resource function is not the only example of an industry or business component that can benefit from innovation. Manufacturing and healthcare are examples of industries where older methodologies have held back growth simply because the right technological tools and communities were not available. We now live in a time of high inflation and disrupted supply chains. Organizations will need to rely on innovative solutions if they’re going to survive the current disruption.

According to LinkedIn, 94 percent of employees would stay with an organization longer if there was an investment in learning. With eLearning growing by leaps and bounds, organizations will need to get innovative to stay ahead. As more workers become accustomed to using advanced technological means to do their jobs, industries need to shift how they approach training and development. Younger generations of workers are more accustomed to digital tools — tools eLearning solutions provide.

Recent data released by the U.S. Bureau of Labor Statistics found that only 16.3% of managers received any sort of training over a twelve-month period. That is an abysmally low number. Consider that managers are the individuals running your organization. They require training as well. One could say that training in life is ongoing. It was Pablo Picasso who said, “I am always doing that which I cannot do, in order that I may learn how to do it.” Individuals at all levels of an organization, straight to the top, deserve modern, effective and user-friendly training methods.

It’s up to business leaders, executives, fleet managers, HR managers, suppliers, industry associations, studios and more to consider alternative methods of delivering and sharing information among interested parties. Elearning is a step in that direction; a step into the future.