If you think massive standard training is cheap, you’re confusing cost with value.
In order to learn, people must take it personally. Therefore we must design training programs around this fact. How?
Let’s highlight a few ideas, taken from an interesting article at HRDive:
- Companies that prioritize development know they’re maintaining a competitive edge in the marketplace.
- For training to be absorbed and retained, it must be relevant to the learner. Requiring employees to complete training that doesn’t match their day-to-day is a sure way to keep engagement and completion rates low.
- Training must be aligned with the skill level of the learner (not only with the needs of the company). A “one-size-fits-all” strategy for training loses focus on the critical role the learner plays in training.
- Individualized learning doesn’t have to be overly cumbersome. It largely involves making sure there are a variety of ways to learn, and giving employees access to the methods that work best for them.
You can read the whole article here.