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Six key ingredients for modern workforce learning and development

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Six key ingredients for modern workforce learning

An effective modern workforce L&D programme should contain six key ingredients that combine to help achieve learning goals:

(1) Bite-sized and modular content

Modern learners have access to vast amounts of information at their fingertips, which makes knowing where to find an answer just as important as having the knowledge. With uninterrupted time being limited, providing short bursts of information that can either stand alone, or be combined into broader programmes is key.

(2) Learner-centric

Learning experiences need to provide a variety of “just-in-time, just-for-me” options that enable modern learners to choose what, how and when they learn.  Doing so provides opportunities to gain new skills or take on new challenges, all within a bespoke learning environment.

(3) Connected to real workplace activity

Advancements in technologies allow learning content to be embedded where and when it is needed, even as part of day-to-day activities. Gone are the days of browsing through a static learning catalogue. Instead, modern learning can use data gathered about the learner to recommend the right training resources at the right time.

(4) Mobile enabled

Over 50 per cent of the global population now owns a smartphone, which means L&D content can be available to the learner wherever they are, whatever they are doing. An effective L&D programme considers all appropriate avenues for learning on the go. Videos, ebooks and audio books can all be consumed anywhere, so making them available on mobile devices significantly improves flexibility for learners.

(5) Uses diverse and engaging video formats

Video has become an increasingly important learning tool but not all video is created equal. Modern workforce L&D programmes should select the right video for the right training purposes, using tools such as animation and interactive scenarios for specific learning needs. 

(6) Drives long-term knowledge retention

Learning new skills and behaviour rarely happens overnight. It needs continuous application of formal and informal learning by reading, watching, experiencing and interacting. Ongoing practice and application is a critical part of any L&D programme, helping learners to recall and use new knowledge on a regular basis until it becomes engrained in their day-to-day activity.

Tony Glass is VP and GM EMEA at Skillsoft

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