Blog_03272019

Hands-On & Just-in-Time

3 Ways Simulation-Based Training and Supercharged Videos Can Improve Corporate Training

Employees today have hardly enough time to complete their own work, let alone invest in learning new applications or features. Bersin by Deloitte reports that the average employee has less than one-half of an hour a week for formal learning, and LinkedIn’s 2019 Workplace Learning Report notes that L&D leaders cite “getting employees to make more time for learning” as one of their top challenges.

These are imposing hurdles, especially when you consider how quickly technology changes today and the effect it is having on the shelf-life of tech skills. Big challenges indeed, but not insurmountable.

One solution is to provide a range of training options, including modalities like simulation-based training and supercharged videos, which address the growing need for “just-in-time” learning, development and continued support.

Simulation-based training is an established method of instruction for tasks in which the risk to human life is high—including commercial aviation, aerospace, nuclear power, the military, and, to some extent, medicine—although it is relatively new to other fields. Simulation is a practical approach to training that allows users to experiment with applications and their features—without the fear of making mistakes. It can provide employees with real-life experiences (in a controlled environment), increased knowledge retention, and immediate feedback.

Feature updates roll out more frequently today, and migrations are no longer waterfalls but steady drips

For organizations, simulation-based training can reduce the costs and time investment associated with traditional classroom training. It is also easily quantifiable—companies can use data gathered from simulation-based training to close skills gaps and to modify or improve existing programs.

Supercharged video is a term to describe instructional videos that have been broken down by objective. A table of contents and links give learners the ability to easily skip ahead, replay and pause where needed, and provide organizations with valuable data about what learners are viewing.

These two forms of just-in-time training are especially relevant today, as businesses move to cloud and “as-a-service” technology like Microsoft 365. Feature updates roll out more frequently today, and migrations are no longer waterfalls but steady drips. Organizations must provide learning that is designed with the modern workplace in mind—users need efficient, effective training to be able to hit the ground running with new technology.

Simulation-based training and supercharged videos deliver numerous benefits to both users and organizations, including:

THEY PUT LEARNING INTO THE HANDS OF THE USER. Research from LinkedIn, O’Reilly, Bersin by Deloitte, and others shows that employees want self-directed learning opportunities that are accessible in the “moment of need.” That’s because people today have very little time. Simulationbased training and supercharged videos meet this challenge—employees can use small chunks of downtime for quick, effective learning.

THEY’RE EFFECTIVE, ENGAGING, AND ACCESSIBLE. Research suggests that the biggest drop-off in knowledge retention occurs during the first hour after training. With simulation-based instruction, users can apply knowledge as they are learning—this provides learners with valuable practice and enables them to build confidence and competence.

Similarly, with supercharged videos, time-crunched employees can find chunks of relevant information quickly, without having to spend extra time viewing or fast-forwarding through content they don’t need at that moment. Users obtain the appropriate information in their moment of need and use this knowledge immediately to effectively complete their task and resume their work.

Additionally, by offering simulation-based training and supercharged videos in combination with other forms of learning—such as live, in-person or virtual instructor-led training, software coaching, and self-help knowledgebases—organizations can meet the learning needs of a dispersed and diverse workforce.

THEY’RE MEASURABLE. Learning leaders have always struggled to demonstrate ROI for training. For that reason, it was usually among the first areas to be cut during financial downturns. Perspectives are changing, however—organizations increasingly understand the relationship between effective training and successful outcomes. Completion is no longer the top goal and most important metric—instead, business leaders are focusing more on behavioral change and technology adoption. Specifically, whether employees know how to use technology to create value.

Companies are increasingly global, technology is constantly changing, the skills gap is widening, and employees have less time to complete their ever-expanding to-do lists. While classroom-based, instructor-led training will always have a place in the enterprise, it cannot be an organization’s only learning option today. By incorporating simulation and video learning modalities into their strategy, organizations will be better prepared to meet learning challenges from day-to-day to long-term.

 

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