Providing e-learning and training courses within the workplace is crucial to a business' development. However it is equally important for a company to implement knowledge effectively after this.
The benefits of e-learning, training and development are endless. For a company to grow, it must hone in on the skills its employees already possess and develop them to great effect. Not only is this useful to the business but it also allows the individuals receiving the learning to expand their horizons and further their careers.
Many businesses provide their workforce with bespoke training that reflects the organisation’s beliefs and values, encouraging them to adapt a behaviour and culture specific to that company. By providing this type of training, workers at all levels are able to reflect what the company is all about and showcase the brand or company's core message.
However, it is not enough for businesses to just provide their workforce with training and expect them to implement their knowledge. In addition to this, if employees are given training that they don’t believe to be necessary, unless the reason for this is explained, they are unlikely to retain the information and implement it moving forward.
It is important that attitude towards learning is positive within a business. When budgets are tight and work is hectic, workers often push training to one side, as they are unable to see the benefits. If they are subjected to training courses with this attitude they are likely to be disengaged with learning, retaining little information and reluctant to put their knowledge into force.
This is why it is important for managers and HR teams to explain to staff why they are receiving training and how it can be beneficial to them. Ask them for feedback on how and when is best for them to complete training and offer online courses that allow for flexible working and home study. By doing this, workers are more likely to be more positive and engaged with the training.
Training should be provided within a business frequently, and each time a course is completed, managers must ensure that the knowledge obtained is put into practice. Training can be wasteful when employees do not practice their learnings and revert to how they worked before.
Managers should encourage workers to adapt new ways of working. This could include holding a creative session to figure out how best to make the most of this knowledge and what can be changed in the workplace for the better. Here, managers and HR leaders could ask for feedback from workers on how this information can be utilised in the best possible way.