Learning leaders today are striving to adapt to a new ecosystem disrupted by technology. Training initiatives must be aligned with organizational objectives, participant expectations and digital innovations.
Training practices that stand alone often fail to address comprehensive business needs. The requirement for effective, continuous training that can be delivered virtually has become a necessity with today’s remote working culture. So how can Learning & Development leaders make corporate training programs more impactful? Let’s find out.

Understanding Needs
To begin with, determine the prevailing gaps between the business growth requirement and the skills of employees. A Training Needs Analysis (TNA) allows identification of these gaps. It also enables managers to figure out the current capacity of their workforce and their ability to upskill while consequently driving business growth. This is the first step towards coming up with an apt training plan that will ultimately improve the knowledge retention rate of employees.

Interactive Content
A well laid out employee training program should incorporate real life scenarios and practical applications of concepts in order to achieve excellence. The concepts covered should be easily comprehensible and simple to navigate and must encourage engagement and interaction. Creative formats that are highly engaging and user-friendly would create a stimulating environment to foster learning.

Long-Term Planning
Learning programs should be planned keeping in mind their long term effect on employees. These programs must promote continuous learning even after the training period is over. Post- training learning support should be made accessible through portals with relevant content and assessments. Keeping track of whether employees are applying the skills they were trained on will help build future-forward competencies and prepare professionals for futuristic roles.

Befriending Technology for Flexibility
Interactive training methods that make use of technology have made corporate training an easier affair and proven to be more engaging. Technology can be leveraged at every phase of the training process. Pre-assessment tools allow employees to prepare for the learning of new concepts, learning management systems allow room for smooth experiential learning programs and post-training learning portals with centralized content repositories help students retain their learning long after their programs have been completed.

Determining Program Effectiveness
A consistent evaluation of performance throughout these programs can help throw light on skills gaps, improve strategies and lead to optimization. Such assessments usually encompass both HR and business perspectives. The HR aspect of it can involve measures such as reduction in hiring costs, speed of training completion and satisfaction and retention of employees. The business assessment can analyze advancement in technology skills, improvement in business communication skills and comprehension of business fundamentals. Opt for blended training programs that consist of a mix of traditional classroom experience as well as technology. These help enterprises maximize the training output and return on investment.

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