The past 18 months have been surreal. Change and uncertainty left no global stone unturned. Work from home mandates forced the long-overdue shift to hybrid, virtual staffing models that those of us deep into the software industry had already begun to embrace (crowdsourcing, gig economy-based teams, etc.). Companies struggled to make the shift from in-person technology training to online eLearning platforms.
Topics: customer success
submissions for the 2021 CEdMA Impact Award are now open!
One of the toughest questions a training organization faces is what impact your efforts had.
Sure, you create a lot of materials, train a lot of people, but does it make a difference for your organization? For your company? Was it definitely the training organization that made the difference, rather than numerous other factors? And did the impact justify the investment that was made in the organization?
The CEdMA Impact Award seeks to recognize a CEdMA member who demonstrates excellence both in the impact they and their organization have, as well as their ability to clearly prove that impact.
The number of ways we can learn was on the rise long before the pandemic, but COVID served as a catalyst to speed the adoption of online virtual enterprise training models. As social distancing and remote-work became the foreseeable norm, the value of online learning with anyone, from anywhere, at any time increased exponentially.
A 2020 workplace report from LinkedIn found that 57 percent of learning and development professionals expect a jump in spending on online learning. For the third year in a row, more than 37 percent of learning and development professionals expect an increase in their budget.
Students, professionals, employees and managers are now embracing the power of virtual learning. New virtual learning models, like the following, help employers reduce costs, expand reach and speed knowledge transfer for learners across all remote environments.
Many institutions and companies constantly need to assess various skills. According to a recent survey, 40% of employers stated that specific, non-evergreen type skills are good for only four years. No matter the skill, there are many ways to measure if someone has mastery of it. Common methods include assessment tests, formal exams, oral presentations, hands-on demonstrations or the production of something that shows how the skill was applied.
Organizations need to decide how they will assess job skills. There are two basic routes to achieve this.
The global pandemic threw everyone for a loop and has left us all feeling uncertain about the future. How long will it last? What happens if my family or I get sick? Will I be laid off or furloughed?
“We can only see a short distance ahead, but we can see plenty there that needs to be done.” ― Alan Turing
With all the online tools we use today at the office, it's no wonder training professionals find it a challenge to get their content out to a wider learning audience. Employees have access to so many apps and logins it's hard as training pros to squeeze your way into anyone's tool stack or busy schedules.
Are you a training manager who fell into your role? Were you once an instructor or field consultant who started creating your own training content, and now you have a new career? Or, are you looking to switch careers and want to explore the world of training management? Although not often seen as the most important function in an organization, training management is definitely a career worthy of professional development investment.
I spent many hours as a boy building LEGO® boats, cars, planes, and submarines. When I was done with a LEGO® creation, the pieces did not go into a box like the rest of my toys. Instead, I would take the creation apart and build an even bigger and more elaborate one than the last one. Now, with a young daughter of my own, I recently pulled out the LEGO® bricks from my childhood. As she receives new sets we easily incorporate them with my bricks to improve her creations or build something new together.