How innovative technology improves on-the-job training

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Since the dawn of time, methods have existed to train employees to perform new or unfamiliar tasks. From facilitating mentorship between highly skilled colleagues and other employees to developing how-to manuals for technical skills, most companies already have the resources in place to train their workforce. work.

But the question arises: why are companies now choosing to develop new era on-the-job training programs?

Adaptability is crucial in the modern business world. New platforms, new markets and new technologies appear every quarter, making every new venture risky, as the environment is likely to change at any time.

An increase in the number of employees working remotely or through a hybrid model has necessitated these rapid workplace and industry changes. While a business may adjust its goals and strategy to adapt to these changes, it’s a whole other challenge to ensure its employees have the skills to adapt quickly.

Related: 6 Ways to Make Your Employees Learn on the Job

How are companies using technology to create innovative on-the-job training programs?

Companies are integrating technology into their training programs in a variety of ways. Three of the most innovative include:

Open to all a future-oriented education:

Offering free training via the Internet is part of a larger movement to make information easily accessible and empower individuals to determine their future. From the Khan Academy to YouTube tutorials, it’s clear that the internet is revolutionizing education, especially skills-based education.

Companies have taken note of this change. They started offering skills-based training programs to talented people outside the organization.

TheSoul Publishing is an example of a company that previously opened up its on-the-job training programs to provide educational experiences for everyone. It has transformed its internal Boost Academy into three forward-looking camps open to the public. This allowed TheSoul to provide hands-on training methods that helped individuals learn skills such as social media management, animation, and video production.

Immersive Technology:

Immersive training uses the power of next-generation technology to develop human-centered on-the-job training programs. They are individualized and do not assume that all employees learn in the same way and at the same pace.

Immersive technologies combine the physical and digital worlds, including virtual reality (VR) and augmented reality (AR). This technology enhances elements of the most effective forms of on-the-job training, such as gamified online platforms and demonstration videos aimed at particular skills.

Additionally, VR and AR experiences increase employee engagement to new heights. Employees participate hands-on and hands-on by manipulating objects in a digital environment. Thus, employees can perform tasks independently while being allowed to make mistakes from which they can learn and improve their skills.

Remote integration:

A 700-page training manual with a mile-long table of contents might be exhaustive, but it’s not engaging for employees.

Another complication is that it’s becoming increasingly common for new employees to be onboarded without ever setting foot in a company’s offices – if the company even has physical office space. Companies have started to re-integrate their employees in response to the rapid technological changes occurring in all industries to ensure that they can use the new technologies that they have implemented.

Companies can make training much more engaging, exciting and digestible by taking advantage of the dynamic and integrated nature of the latest tools. Employers can ensure that employees really absorb and contextualize the content by incorporating entertaining and informative videos and gamification into their programs.

Related: Game-based training: A surefire way to engage employees

How on-the-job training programs can benefit from new technologies

The workforce is gradually becoming more flexible:

New technology allows for the enterprise-wide implementation of more effective training programs. Digital methods for teaching employee skills are significantly less expensive than traditional pre-pandemic methods.

A workforce can become flexible and adaptable to whatever the business world throws at it if training is facilitated at the level of the individual employee and the organization as a whole.

When you have well-trained employees, the attitude that “that’s not really part of my job” will go away. Although you don’t have to train every employee to do everything, training can expand an employee’s abilities beyond the minimum requirements of their initial role. When it comes to unfamiliar tasks, the “no-can-do” philosophy disappears. Instead, employees ask, “Where can I learn how to do this?”

A new problem then arises: employees ask themselves: “Will my boss be upset if I take the time to educate myself?” Therefore, companies must foster an environment in which employees are encouraged and empowered to take additional on-the-job training so that employees feel comfortable learning new skills. It produces long-term benefits for both employer and employee.

Progress assessment is streamlined:

When it comes to ensuring employees understand complex technical procedures, adhere to essential guidelines, and comply with health and safety protocols, companies need to do more than just provide lengthy documentation and assume that employees will retain all information.

This information must be well assimilated. Companies need to determine if employees have understood the topic. Thanks to the adaptability of the technology, companies can assess an employee’s progress in real time using multimedia tools such as games, quizzes and videos. The company can then determine if the on-the-job training was effective or if changes are needed.

Related: Where to Deploy Innovative Technology to Create a More Flexible and Engaging Organization

Employers should embrace the philosophy that if you continue to train, teach and develop your employees, you will always have the most qualified candidates in the roles – this is particularly beneficial if the company’s industry makes it difficult to recruit workers qualified.

On the other hand, this type of philosophy is also attractive to potential employees who not only want to be paid, but also want to develop their own skills via the on-the-job training opportunities offered by the company. Improving and expanding access to skills training will always benefit employers and employees alike.

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