After another creative year, eFront has switched colors but remained innovative and powerful, on par with an advancing eLearning industry. To celebrate that, let’s reflect on our most read articles in 2017.
Small-scale or large, setting up a corporate training program is a staple in today’s competitive environment. Develop your employees’ skills consistently, and you have a clear, cost-effective path to productivity and growth.
But building content, engaging learners and assessing results is no simple task for a training manager. Your plate is always full, and your daily routine holds many challenges. To give you a headstart, we break them down and add a bit of advice on top.
Today, corporate trainers across industries are expected to play a diverse role. More than instructors or mentors, trainers are strategic partners. They are the training manager’s wingmen and the company’s eyes and ears on employee performance.
These days, excellent communication skills and in-depth product knowledge might not be enough to make the grade. To become an integral part of company growth, a trainer should pack these five essential features.
As a part of your operational planning, employee training is also a part of your annual budget. From preparation and development to implementation and evaluation, training produces direct and indirect costs. If not retained, they can add to your bill and sidetrack your financial strategy.
But a no-training policy is not a viable option. So, the question is how you combine low expenses with high standards and tangible results. The answer? This 101 guide to cost-effective quality training.
As an employer, you need your staff to be satisfied, motivated and productive. In other words, appreciated and well managed.
But managing people in the workplace is never a simple, straightforward affair. Sometimes it’s micromanagement that gets out of hand. Other times, inconsistent rules that cannot be followed. Whatever the reason, low workforce morale always points back to the management. Here’s how to check yourself and uphold your leadership.
To support their growth, corporations need to invest in an often undervalued asset, their own people. Employees, especially tenured ones, need opportunities to develop. That way, they stay productive and become stakeholders in company success.
Want to achieve those long-term goals? Enable your people to upgrade their skills, pick up new ones, and move up the corporate ladder. It’s a win-win strategy, and we have the blueprint.
Learning content is a core element of any corporate training program. To be effective, it should lead trainees towards specific goals that stem directly from the organization’s specific needs. On an instructional design level, this is achieved with “learning objectives.”
Setting standardized and clear-cut objectives for your learners is a smart way to evaluate trainee performance and assess your training’s efficiency. This comprehensive guide will show you how.
As technology advances, organizations are called to replace legacy systems with the latest gear and infrastructure. It’s imperative if they want to stay efficient, cost-effective and competitive.
But such transition is not merely a matter of replacing hardware and software overnight. The staff needs to get past the shock and adapt smoothly to your new tech. Any disruption in daily operations should be contained to the absolute minimum.
Sounds like a hellish affair? These expert guidelines will make your next revamp heavenly.
Like all learners, corporate trainees don’t learn the same way. Factors like educational background or working experience can cause an employee’s learning capacity to vary.
Contextual learning builds on these factors to optimize learner performance. Roughly put, it hooks a subject on an individual’s experience to make it comprehensible. That way, it enhances and speeds up the learning process.
Mixing contextual learning with corporate training can save time and boost results. Before you go for it, check out these useful insights.
It’s safe to assume that when companies hire qualified personnel, it’s part of their long-term planning. If so, new employees are more than simple workers. They are potential assets, and their induction is a critical process.
New hires must be allowed to fit into your company’s culture smoothly and find a spot in your broader corporate plan. Onboarding training should aim at their development and retention. In other words, you have to live up to your newbies’ expectations. These five tips can do the trick.
Gamification is often used in corporate training to increase employee engagement and boost participation. Through a satisfactory game-like experience, trainees get more involved in the process and produce better results.
But gamification is more than an efficient way to liven up everyday training monotony. It is a valid mechanism for modifying prevalent workplace behaviors that negatively affect a company’s operation. Confused much? These concrete examples will show you how fun and games facilitate change.
Currently, the last members of the millennial generation are gradually entering the corporate world. As they take their place in the workplace, their particular traits dictate different approaches to employee training. They are known to be creative, tech-savvy and eager to communicate their experiences, online and offline.
In that light, millennials are perfect for technology-based, free-form and collaborative training programs. Here’s how to beat the generational gap and make the most of your young guns.
We hope you had an excellent read to close the year. If our blog kept you good company throughout the past 12 months, don’t forget to come back for another round. Meanwhile, have fun and a happy 2018!