It is common for companies to channel training funds into formal and traditional learning structures, but is this investing training budget wisely? Research in the 80’s by Edgar Dale, finds that 80% of our business knowledge is acquired informally. Thus implying that a significant portion of companies’ training efforts and investments only affect 20% of on-the-job learning.
Historically, of course, we’ve witnessed shifts in learning patterns. The ’90s brought us course catalogs, CD Roms, and online universities. The 2000s’ when integrated talent management, certified training, and social media took more of a stance. And now more recently, the emergence of the “continuous learning” paradigm. This has given rise to the formation of learning experience platforms (LXP), microlearning systems, and AI-based content solutions.
The current trend certainly challenges the conventional training approach. With the nature of working environments changing so drastically, especially post-pandemic, an increasing prevalence of Deskless work has taken over. Moreover, while the 80s “yuppie” era prioritized immediacy, influencing corporate training, employees are now allotted more specific time for training activities, often being required to accomplish more through their mobile devices.
This reality has birthed a new learning paradigm: learning in the flow of work. An approach that accommodates informal learning, and allows employees to access relevant content quickly and efficiently when needed. For example, a factory worker can use a QR code on machinery for immediate guidance, or a pharmacist can access information on medicines by simply scanning a QR code.
Contrary to other micro-entertainment platforms, TikTok, Instagram, or the like, the goal of a learning platform is not to create addiction. Learning platforms facilitate learning, the application of skills, and a return to work. The focus should be on the impact content has on business outcomes. Such as improved quality assurance, increased sales, accident reduction, and improved business relationships.
Enlightened companies are embracing this shift by enabling employees to create and consume training content based on their experiences and their necessities.
This generation, Generation C – Creation, Curation, Connection, and Community, mostly active on social platforms, are used to consuming and contributing valuable micro-content. It’s important to tap into the intangible capital of a company, its people. Enhance the accumulated experience of the employees and transform the intangible into tangible assets for the entire organization.
Considering that adult learners in the corporate world seek immediate and useful training, investing training budget wisely would encourage the learning-in-flow-of-work paradigm aligned with well-established andragogy principles. It accommodates the adult learner’s desire to understand the reason for training, choose when to receive it, and actively contribute based on their experiences.
Hence, companies that actively allocate their training budgets to the evolving trend of continuous learning stand to gain more from future learners and employees. While investments in content and talent management remain crucial, having a place where all the information and content are together in an engaging and attractive way, and the ability to track and report on any of the learning taking place, elevates the whole exercise of training and prioritizes impactful learning experiences.
Platforms such as Enabley are poised to bring to life this learning-in-flow-of-work model.
Enabley provides a secure and attractive place for training content and informative, useful reports for follow-up. It is no longer enough to bring everyone together for a day of training in a classroom. Learners, team members, and people, in general, are looking for information and knowledge, wherever they want and whenever they can.