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Employee Training for the 21st Century Workforce

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L&D today is in a crisis, and it's costing companies a lot of money. Employees are disengaging at work due to outdated, ineffective training. Modern learners want information on-demand and a learning experience that feels like the apps they use every day. Employees have joined the 21st century; L&D has not. The solution is a reimagined approach to team training, one that combines traditional best practices with the new opportunities of on-demand, digital education. In this webcast, you'll learn how to:

- Lean into the changes of the digital revolution with your training
- Build a learning program that resonates with the 21st century employee
- Make microlearning the backbone of your program
- Align and engage employees by driving company culture through learning
- Get L&D a seat at the table of setting business strategy

Published in: Technology
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Employee Training for the 21st Century Workforce

  1. 1. You Can Feel It Working: How to Build a Learning Program for the 21st Century
  2. 2. Alex Khurgin Director of Learning, Grovo @LearninKhurgin Today’s Speaker
  3. 3. What modern organizations must do to educate, align, and inspire their people. 3 In this webinar we’ll cover: ✓ Why the rising cost of ineffective training has become a crisis ✓ How to address it with a 21st century approach ✓ How to implement an effective, future-proof learning program at your company
  4. 4. 4 SWAG ALERT Prizes coming
  5. 5. 5 How much do you think ineffective training costs a business per year, per 1,000 employees? A) $300-500K B) $3-5 million C) $10-15 million D) $30+ million Quiz:
  6. 6. We’re pouring billions into L&D 6 1. McKinsey: The social economy: Unlocking value and productivity through social technologies – based on $50k average annual salary 2. Gallup, State of the American Workplace (link) 3. Center for American Progress, There Are Significant Business Costs to Replacing Employees (link) …but there’s a hole in the bucket. $10M from skills gaps1 $1.5M from employee turnover3 $2M from disengaged employees2 Total loss: $13.5 million per year per 1,000 employees
  7. 7. The bucket hole is about to get bigger. 7 59% of millennials say the presence of state-of-the-art training is important in deciding if they want to take a job.2 Millennials will comprise 46% of the workforce in 5 years.1 1. The Deloitte Millennial Survey 2014: Big Demands and High Expectations 2. PWC report: "Millennials At Work Reshaping the Workplace"
  8. 8. Today’s training is unsuitable for the 21st century 8 90% of new skills are lost within one year 9in 10don’t feel fully proficient with technology 15% of what’s learned is successfully applied 1. Kochan, Thomas, "Who can fix the middle-skills gap?," Harvard Business Review, 2012 2. 2 Brinkerhoff, R. O., Apking, A. M; “High impact learning: Strategies for leveraging business results from training” 2001 3. 3 The Harris Poll: The Digital Skills Gap, Harris Interactive Inc., (May 14, 2014)
  9. 9. Training hasn’t kept up 9 • Platforms abound, including outdated ones • Content is fragmented • Technology evolves too quickly • ROI isn’t just unknown, it’s feared 1. Deloitte, Global Human Capital Trends 2014 report Training managers want help • A skills half-life of 2.5 years1 • Learners demand a consumer look and feel • They’re distracted, lack attention for long training • Training leads to little or no retention, application Learners want inspiration
  10. 10. 10 How can we create a learning program that meets the challenges of training 21st century workers? Answer in chat
  11. 11. By creating new opportunities 11 • Users are distracted • Rapid tech evolution • Companies and learners have different motivations • Info overload – hard to process or apply • Use of technology is personal and unique Challenges with new tech: • Short, focused content • Continuous learning • Formal and informal learning part of same system • Learning that comes to the right place at the right time • On-demand, personalized, affective learning New opportunities
  12. 12. We need to combine these new opportunities with proven strategies. 12
  13. 13. Keep the good, ditch the outdated 13 • Static, long-form training that does not engage • Slow creation cycle for slow- moving technology • One size fits all • Designated learning spaces and times What didn’t work: • A formal, strategic approach that is aligned with company goals • Getting learners emotionally invested in content • Realistic practice • Performance-focused Timeless:
  14. 14. Proven Strategies 14 • Formal • Aligned • Engaging • Realistic • Performance-focused Digital Opportunitiesmeet • Bite-size • Continuous • Formal/Informal • Just in time • On-demand
  15. 15. What a 21st century training program looks like 15 1) Microlearning 2) Learning as Utility 3) Aligned and All In 4) Holistic and Realistic 5) Affective Before Effective
  16. 16. Microlearning 16 1. Sebastian Bailey, Ph.D., Mindgym, Bite-size is the right size Bite-size, strategically bucketed lessons that are easy to consume and retain Yields an average of 4 to 5 learned items per series1
  17. 17. Make it a utility 17 Frictionless, 24/7 access makes learning continuous and habitual Unrestrained learners complete an average of 50% more lessons than assigned on Grovo
  18. 18. Aligned and all in 18 An effective learning program must serve business strategy and personal goals. Zero margin of error with: Cyber-security Social media Social engineering
  19. 19. Realistic and holistic 19 • Scenarios, simulations, projects, etc. • Replace content with context • Give learners wisdom, not just knowledge Learning needs to be reinforced with practice that is both realistic and holistic.
  20. 20. Affective Before Effective 20 Engagement accounts for roughly 40% of observed performance improvements.1 1. Corporate Leadership Council “Driving Performance and Retention Through Employee Engagement” Affective learning makes an emotional connection with learners’ feelings and attitudes. Once this connection is made, learning becomes more effective.
  21. 21. What’s your favorite method of checking that your training is working? 21 Answer in chat
  22. 22. Test Then Invest 22 - Test on a small scale - Win over critics - Experiment with big bets
  23. 23. …but don’t obsess about ROI 23 - Best practices let you rest easy • - Strategically put people before performance • - Gather continuous feedback • - You need to feel it working
  24. 24. Check your L&D program’s effectiveness 24 *Model by Conrad Gottfredson & Bob Mosher New 5 Moments of Learning* More Apply Solve Change
  25. 25. What are your biggest takeaways from the webinar? 25 Answer in chat (full sentences please!) Before we continue:
  26. 26. Conclusion: By creating training to meet 21st century realities, you are preparing your employees to learn better, work better, and embrace continuous, performance- based learning 26
  27. 27. 27 How many times did I say the word “bucket” in this webinar?
  28. 28. Question Time Alex Khurgin Director of Learning, Grovo alex@grovo.com Connect:
  29. 29. Busy next Wednesday night? Join me and the Grovo team for our Grovo Summer Learning Series at Grovo HQ! I’ll be speaking on the topic of microlearning and how it aligns with business goals, employees expectations, and the needs of modern L&D departments. Have a few drinks and soak in the sunset from our 30th floor office! RSVP here. Wednesday, July 22nd 6:30-8:30pm Grovo HQ – 3 Park Avenue New York, NY 10016 (34TH and Park)
  30. 30. Thank You! 30 Alex Khurgin Director of Learning, Grovo alex@grovo.com @LearninKhurgin Connect: Grovo.com/organizations contact@grovo.com 212.924.2579 Learn more: Grovo is a better way to learn at work. contact@grovo.com | 212.924.2579

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