Digital training and upskilling
The way we use content কারণ the reason for changing training and upskilling processes to keep up with what is primarily on our phones and computers. Not only is this a necessary change for employees to meet where they are, but data also shows that digital, especially mobile, learning is more effective when it comes to retaining information. Unskilled workers now make up 80% of the global workforce, which means about 2.7 billion people work outside the traditional office environment and outside the norms of the workplace. This is important for training and upskilling for deskless workers because they do not work on computers or desks.
A recent survey, conducted by eduMe, reveals what deskless workers are saying about the current state of the industry and what managers need to know to improve operations. The results of the survey show that there is a great need for digital transformation in training and upskilling. The searches offer insights and trends for the industry as the world moves into a more hybrid environment and we see more remote employees. Switching to digital can help make the training process more efficient, fill gaps of high efficiency, and help companies better understand their employees.
1. Old ways of training are old, slow and inefficient
Traditionally, companies have done individual training and onboarding. Even as the number of distant workers continues to grow and the on-demand industry grows rapidly, companies are still reluctant to adopt new training methods. Considering the technology available, it is amazing how much they rely on using personal training and onboarding processes.
According to a survey of deskless workers, 61% of training and onboarding is currently face-to-face or one-on-one, which is disproportionately high due to their incompetence. Personal training for various reasons is much more resource-heavy than a complete mobile solution — they need a venue (physical or digital), a trainer (often employees who need to be laid off from other work), and on average it takes much longer to complete It also limits the number of people who can be trained and highly skilled, where digital lessons can be sent and completed by multiple employees at the same time, regardless of their location. Despite the many disadvantages of trainer-led training, only 8% of operations managers are using integrated and non-stop mobile technology to train staff throughout their lifecycles.
Using digital training, especially mobile training, allows for timely delivery of content and repetition of learning so that employees can better retain information. Knowledge is acquired through repetition in retention intervals, which does not provide personal training because people cannot go back to mentioning it again after it has been distributed. Ultimately, in a sector where market success is determined by growth rate and scale, companies usually rely on a way to date to improve their workforce with relevant information.
2. Digital training is needed to improve productivity, retention, and operational efficiency
Upskilling needs to be a key focus for companies to improve their operations and workforce productivity. It is a valuable and unused tool for improving employee performance. Providing digital options is an effective way to offer ongoing training at low resources and low cost.
According to the survey, 76% of deskless workers are not being digitally proficient and 46% are not being trained at all, which is worrying. On the other hand, 67% of deskless workers say they want regular training to improve their skills in the job, let alone digitally distributed. This shows a clear discrepancy between what the workers want and what the companies are providing in terms of training resources. And the less “service” deskless workers feel by a company, the less likely they are to be around.
Although most leaders appear to be relatively happy with the productivity of new recruits, 97% said they believe the overall performance of their workforce can be improved. This points to a strong onboarding process, but with ongoing training and skill development subpar. Once onboard and fast, employers lose the desire to continue training their staff. Digital training provides an easy, time-consuming and cost-effective way to continue learning and developing before onboarding without the need to use all the resources needed for personal training.
Investing in staff skills is mutually beneficial. Deskless workers want to learn new skills and improve their performance because it is directly related to the amount they earn. When you empower employees with information that helps them earn more, they are more likely to work more often, and at higher standards. Although historically, upskilling is a field where less investment has been made, it is a proven method for retaining and improving productivity. So in order to improve operational efficiency, companies need to embrace digital transformation.
3. Using digital training can help you measure ROI
Digital training can be used as an effective tool to gather insights about your staff and activities that you may not have done before, such as collecting qualitative and quantitative data on training, onboarding and upskilling. It is difficult, if not impossible, to measure training under the guidance of an instructor, because you cannot observe things like progress or quiz scores. Additionally, it lacks standardization, as the information distributed inevitably varies between sessions, where through digital training you can send the same message to 10,000 people, ensuring consistency.
To stay ahead of the competition, operations teams need to understand and report on the ROI of any initiative they launch. When there is no way to access data or track metrics such as start dates, progress, completion rates, and scores in a given course, lesson, assessment, survey or notification, leaders cannot set KPIs and measure performance against them. Access to invaluable data, made available by mobile training tools, not only allows companies to better understand and improve their operations, but also gives employers the opportunity to provide important training directly to their employees. Collecting such data gives companies the knowledge to change and improve their current offerings, which in turn will help in a number of areas, such as reducing turnover and improving productivity.
Another advantage is that digital training provides companies with a digital record, which is important for staying loyal. It also reveals knowledge gaps or problems with current training materials, which are helpful in measuring impact and for modifying and improving content এবং and through extensions, staff performance.
When it comes to training, companies are using a lot of resources and a lot of money because they rely on personal training. Digital solutions are not only easier to implement and more cost-effective, but also better for employees to learn and retain information. This makes providing additional training and upskilling much easier, which is a huge advantage for increasing productivity. Implementing digital training allows companies to develop valuable insights into operations and improve ROI, in a way that does not allow for personal training.