Imagine this: You’ve got a multi-million-dollar construction project on a tight deadline, and half your crew is lost, confused, and inefficient from day one. Sounds like a nightmare, right? Well, according to studies, this scenario isn’t as uncommon as you might think. A Gallup report found that only 12% of employees strongly agree that their company does a good job of onboarding new employees. And in an industry like construction, where precision and safety are paramount, poor onboarding can lead to more than just frustration – it can halt progress entirely.
In fact, research shows that effective onboarding can improve employee retention by 82% and productivity by over 70%. How about ineffective onboarding? That’s like leaving your workers to fend for themselves with a half-finished blueprint. It increases the risk of costly errors and also fuels a revolving door of talent that will bleed your budget dry.
So, is your onboarding process for construction workers more of a speed bump than a launchpad? Let’s find out – and more importantly, let’s fix it.
5 Things Your Construction Workers Need to Learn Quickly
1. Safety as a Priority
In construction, safety isn’t just a checkbox; it’s life or death. Yet, too many onboarding processes skim over safety protocols, trusting that workers will “figure it out” on the job. Not a good idea, since the statistics are far too grim
When onboarding lacks a robust safety component, you’re not just putting your workers at risk, you’re setting your project up for failure.
Actionable Step: Design a comprehensive safety training module that includes both digital learning and hands-on practice. Use real-life scenarios and quick quizzes to reinforce learning.
Example: A construction company that implemented virtual safety drills saw a 30% drop in on-site accidents and a noticeable boost in worker confidence.
2. Role Clarity and Task Expectations
The first day on a new construction site can feel like being dropped into a jungle. Without clear instructions on who does what and how, your crew could waste hours (or days) trying to navigate their roles. Confusion over job responsibilities leads to inefficiencies, duplicated efforts, and delays – none of which you can afford on a tight project deadline.
Actionable Step: During onboarding, outline specific job responsibilities for each worker. Provide a “role map” that includes daily tasks, expected output, and reporting structure.
Example: A project that included detailed role clarification during onboarding saw a 20% faster ramp-up time for new hires, helping the project finish weeks ahead of schedule.
3. Tool and Equipment Familiarity
Every construction site has its own arsenal of tools and machinery. Expecting your workers to simply “pick it up as they go” is not just inefficient; it’s dangerous. Unfamiliarity with equipment can lead to misuse, accidents, and downtime due to equipment damage or breakdown.
Actionable Step: Incorporate a tool and equipment orientation into your onboarding process. Allow workers to get hands-on experience with the gear they’ll be using daily.
Example: One company that added equipment-specific training during onboarding reduced tool-related downtime by 35%.
4. The Layout of the Construction Site
The site plan is more than just a blueprint; it’s the roadmap for the entire project. Workers need to know where key areas are, such as storage zones, safety stations, and exits. Without a proper understanding of the layout, workers will waste time navigating the site, which eats into productivity.
Actionable Step: Start every new hire with a site tour and a detailed walkthrough of the site plan. Use digital tools that allow them to review the layout anytime they need a refresher.
Example: A large-scale project in New York improved workflow efficiency by 15% after introducing interactive digital site maps during onboarding.
5. How to Read and Interpret Construction Drawings
Not every worker needs to be a civil engineer, but they should be able to interpret key parts of construction drawings. Misreading a blueprint can lead to costly mistakes and rework. A worker who doesn’t understand the blueprints will either waste time asking questions or worse – make mistakes that could cause delays.
Actionable Step: Offer basic blueprint reading training during onboarding, ensuring that every worker understands key symbols, dimensions, and specifications relevant to their tasks.
Example: A construction company reduced project delays by 20% after implementing mandatory blueprint literacy workshops during onboarding.
6. Compliance Requirements and Building Codes
Building codes aren’t optional, and failing to follow them can lead to fines, project shutdowns, or even structural failures. Your workers need to be well-versed in the codes relevant to their job. Ignoring compliance can lead to massive financial losses if inspections fail.
Actionable Step: Incorporate a segment on local building codes and compliance during onboarding, tailored to the specific type of construction and region.
Example: A project in California avoided costly compliance penalties after training workers in updated local building codes during the onboarding process.
7. Project Deadlines and Milestones
Workers are more motivated when they understand the urgency behind a project. Clear communication about deadlines and milestones keeps everyone on track. If workers don’t know the timeline, they won’t prioritize tasks properly, which slows down the entire project.
Actionable Step: Include a project timeline as part of the onboarding materials. Make sure to communicate how each worker’s role impacts the overall deadline.
Example: After making project milestones part of onboarding, a construction firm saw a 10% improvement in meeting project deadlines.
How Code of Talent Can Help Your Onboarding Process for Construction Workforce
Let’s be honest: construction onboarding isn’t like onboarding for a desk job. It requires hands-on learning, safety prioritization, and knowledge of both technical and physical tasks. That’s where Code of Talent comes in. Our platform breaks down complex onboarding processes into bite-sized, interactive modules that fit seamlessly into the flow of your project.
With Code of Talent, you can offer:
Microlearning: Easily digestible chunks of information that improve retention and make sure your workers are learning exactly what they need, when they need it.
Real-Time Feedback: Workers can get instant responses to quizzes, training exercises, and equipment checks, so they don’t have to wait days to know if they’re on the right track.
Customizable Content: Tailor the onboarding experience to your site’s specific needs, whether it’s safety protocols, blueprint literacy, or equipment handling.
We’re here to help you build a smarter, safer, and more efficient workforce—one module at a time.
Don’t Let Onboarding Sabotage Your Construction Projects
In construction, time is money and both are wasted when onboarding isn’t up to par. Skipping over essential training might seem like a way to speed things up, but in the long run, it’ll cost you. Refine your onboarding process and you’ll see a ripple effect in reduced mistakes, improved safety, and faster project completion.
Ready to supercharge your construction onboarding process? Contact Code of Talent today and discover how we can help you create a high-performing team from day one. Try now!
Creating employee training is never a walk in the park. It’s a complex process, from the initial idea and setting objectives to the actual course creation. It demands a significant investment of time and resources to ensure the final result translates into better productivity and enhanced company performance.
First things first, you need a clear objective. This is the foundation of your training program. Do you need to boost sales, or are you aiming to improve employee retention with a more efficient and engaging onboarding process? Once these goals are crystal clear, everything else will fall into place more smoothly.
Another crucial and time-consuming part of the process is the creation of the training itself. Does your company have the necessary resources for this, and if so, how effective and well-distributed can the training be? In many large companies, this course creation process has shifted to modern, AI-based platforms. Why? Beyond the ease of creating a custom training program from scratch, the experience is much more engaging. Employees tend to retain more information and, in turn, apply more of what they’ve learned, contributing significantly to business success.
What to Keep in Mind: Essential Insights for Crafting a Training Plan
Ready to dive into the nitty-gritty of creating an employee training plan? Here’s what you need to know!
1: Pinpoint Your Business’s Training Needs
The first step in developing a training plan is a thorough assessment of your training needs and existing roles. According to a Harvard Business Review study, accurately identifying skill gaps is key. Here’s how you can do it:
Job Analysis: Review the requirements and competencies needed for each role.
Performance Evaluation: Analyze performance reviews to identify areas needing improvement.
Employee Feedback: Talk to employees about their development needs.
2: Set Clear Objectives
Aim for the SMART goals: Specific, Measurable, Attainable, Relevant, and Time-Bound goals. According to a survey conducted in May 2022 by Harvard Business Review Analytic Services, 82% of respondents considered the use of strategic goals to be “extremely critical” or “very critical” to their organization’s overall success.
Creating a good training program involves setting clear objectives and requirements. Ensure the training program is well-organized and communicated clearly to employees. A study by Training Industry indicates that detailed planning and effective communication contribute significantly to the success of training programs.
3: Choose an impactful solution: AI-powered microlearning
The goal of an AI-powered microlearning platform is to deliver efficient learning methods through bite-sized modules, making them easy to understand and process. This seamless process saves time and costs for employers. It allows you to create personalized training based on your business needs, harnessing peer-to-peer learning and gamification to support sales and retail reps in their result-generating activities, driving performance, market readiness, and customer impact.
Code of Talent’s mission is to equip your professionals with the real-time knowledge, skills, and support they need to successfully deliver on their objectives.
Depending on your identified needs and set objectives, you can choose the appropriate training for corporate clients. Code of Talent’s AI-powered microlearning platform delivers highly engaging microlearning experiences for:
Accelerated Onboarding: Address the challenge of quickly integrating new hires by providing role-specific, AI-driven onboarding that accelerates their path to productivity.
Product Training: Ensure staff are fully informed and confident with new and existing products through engaging, AI-tailored training, minimizing misinformation and boosting sales confidence.
Sales Campaign Implementation: Overcome the struggle of keeping sales teams aligned with market demands through AI-customized training on sales campaigns, enabling effective strategy execution.
Ongoing Skills Development: Combat skill gaps and maintain high performance with continuous, personalized learning experiences that keep skills sharp and employees engaged.
Market and Customer Execution Support: Facilitate effective market execution by supporting reps in critical activities such as customer interactions, product showcasing, collecting market feedback, etc, all in real-time.
Compliance and Operating Procedures: Ensure that teams adhere to compliance standards and follow operating procedures through easily accessible and friendly modules focused on regulatory requirements and best practices.
The platform offers a wide range of training creation aimed at growth, development, and efficiency for both employees and the company.
4: Keep Training Relevant and Engaging
Training content must be relevant and tailored to employee needs. Studies show that active learning, which engages employees in the process, is more effective. L&D teams design training programs that align with company interests, saving employer time and enhancing team efficiency.
For instance, an effective onboarding program can boost new employee productivity by over 70%, according to The HR Digest. With Code of Talent, companies can quickly and easily develop strategies to optimize current procedures.
Integration programs play a big role in retaining valuable employees. Our award-winning microlearning platform provides customized, engaging, and practical on-the-job training that harnesses peer-to-peer learning and gamification to support sales and retail reps in their result-generating activities, driving performance, market readiness, and customer impact.
5: Continuously Evaluate and Improve
After implementing the program, evaluate its effectiveness through various methods, such as:
Employee Feedback: Gather opinions on the training’s usefulness and relevance.
Performance Evaluation: Monitor if there have been improvements in employee performance.
Program Review and Adjustment: Make necessary changes based on feedback and results to better meet organizational needs.
Conclusion
A well-structured training plan not only enhances employee skills but also boosts satisfaction and development. The positive effects are felt on both sides, driving growth and evolution for employees and the company. By following the described steps and leveraging L&D team support, you can create an effective training program that benefits both employees and the organization. Contact Code of Talent to learn how to set and achieve your training goals. Our microlearning platform emphasizes a personalized approach and continuous evaluation to ensure long-term success of training initiatives.
As companies adapt to emerging technologies, such as generative AI, in a rapidly changing world, they face significant challenges in the industry of learning and development. The task of keeping employees up-to-date with the latest advancements and empowering them to make a tangible impact on their organizations is more critical than ever.
The digitalization and personalization of learning processes are essential for ensuring long-term success. But how will these transformations unfold in practice? In this article, we will explore the key trends in training for 2024 and how they will redefine the landscape of learning and development. Get ready to discover innovations that will fundamentally transform how employees learn and grow!
As a manager or L&D professional, you might wonder: how can I make training more appealing for employees, and how much impact can this have on the business? According to the latest statistics, upskilling or reskilling processes make a significant difference in a company’s growth. A global survey by Gallup found that companies are 17% more productive and 21% more profitable when they offer training to engaged employees.
It appears that the way training is conducted also matters greatly. A study by HR Dive revealed that 93% of employees want training that is easy to complete and understand, and 89% want these courses to be available anywhere and anytime. This indicates that the training landscape is evolving, and companies must continuously adapt to these changes.
3 important trends for L&D that will shape the future of trainings in 2024
Upskilling, reskilling, and addressing learning gaps represent an ever-growing need for companies worldwide. In the past five years, total spending on employee training has exceeded $100 billion in the USA, according to Statista.
Considering employees’ engagement with courses and the attention they can dedicate to them, three types of learning that are becoming increasingly important in 2024 and beyond are: microlearning, AI-assisted and personalized course creation, and gamification.
Total training expenditures in the United States from 2012 to 2023, as shown by Statista
Microlearning or bite-sized course sessions
In 2024 and beyond, microlearning continues to be a major trend, characterized by short, bite-sized course sessions that allow employees to learn at their own pace, precisely when they need it. This flexible format is ideal for today’s workforce, who prefer concise and readily accessible information. Short, interactive learning modules increase information retention and enable the immediate application of acquired knowledge.
Personalized, AI-Assisted Course Creation
Artificial intelligence (AI) aids in personalizing learning experiences. AI-powered training platforms can quickly create training experiences from scratch or based on existing documents and materials. For L&D professionals, this offers the advantage of speed and efficiency in creating training sessions, which can then be easily customized with their own photos and videos.
Gamification or Learning Through Play
Incorporating game elements into training is becoming increasingly popular, as gamification motivates and engages employees more effectively. By using reward mechanisms, points, medals, badges, and competitions, training sessions become more attractive and stimulating, improving participant engagement and performance. Moreover, this efficient learning method accelerates the application of learned concepts by employees, leading to increased profit margins.
How to Stay Up-to-Date on L&D Trends and Best Practices
As an L&D professional, staying on top of the latest trends and best practices in training is crucial. Given the dynamic nature of the digital landscape in recent years, needs are constantly evolving, and it’s important to stay informed to maintain the highest standards in employee development. Here are some effective strategies:
Follow Blogs and Industry Websites. Keep up with blogs and websites of industry experts such as ATD (Association for Talent Development), SHRM (Society for Human Resource Management), Training Industry, eLearning Industry, or Codeoftalent.com, which offer updated articles, case studies, and analyses on L&D trends.
Experiment and Seek Feedback. Experimenting in your own work can help you find new ways to improve your activity and even become a trendsetter. Getting feedback from your learners and managers will help you evaluate the effectiveness of your innovations.
Get Out of the Office. Spend time with your learners and observe their behavior. Ask questions and find out what their interests are.
Think Long Term. Try to differentiate trends from fads and think of how a current trend might affect the L&D industry in five years.
Staying updated with the latest trends and best practices in L&D is essential in today’s ever-changing digital landscape. As an L&D professional, continuous adaptation and learning are necessary to uphold high standards in employee development.
Engage with valuable resources from industry experts, follow thought leaders, and participate in events that highlight the latest innovations. Being active in professional communities also offers exclusive insights and networking opportunities, keeping you at the forefront of the industry.
Are you ready to apply the latest training methods for your company’s employees? Our award-winning microlearning platform, Code of Talent, helps you create personalized courses focused on your business needs, offering a modern and successful approach.
In a business world where time is money and every minute counts, measuring the impact of training programs is essential. Without clear and well-defined performance indicators, Learning and Development (L&D) teams risk navigating through uncharted waters, wasting resources like soap bubbles drifting away.
Key Performance Indicators (KPIs) are like a compass in the middle of the ocean, guiding L&D teams towards guaranteed success. These KPIs provide a clear picture of progress and results and answer critical questions when allocating time and money to training: How effective are the courses, and how much have employees learned?
More importantly, how much do the employees’ learned skills reflect in business results? The resources invested in training should contribute to the company’s growth. A global Gallup study shows that companies offering employee training are 21% more profitable and see a 17% increase in productivity.
Why are KPIs Important for the L&D Team?
Key Performance Indicators (KPIs) are measurable metrics that reflect the success of a particular process or activity. In the context of Learning and Development (L&D), KPIs are vital for evaluating the efficiency and impact of training programs.
KPIs are essential for L&D teams for several reasons:
Alignment with organizational objectives: they ensure that training programs contribute directly to the company’s strategic goals.
Problem identification and resolution: they allow for the quick detection of areas where training programs are underperforming.
Resource optimization: they help in efficiently allocating resources by focusing on activities that bring the most significant impact.
Continuous improvement: they facilitate ongoing adjustments and improvements based on concrete data.
In essence, KPIs act as the navigational aids that steer L&D teams towards achieving their training goals, ensuring that every effort is aligned with broader business objectives and delivers measurable value.
Powerful KPI’s for L&D Teams
1. Completion rate
This can be measured by the percentage of participants who successfully complete a training program. A high completion rate indicates strong interest and commitment from participants. It’s like finishing a marathon without stopping for selfies.
2. Engagement rate
The percentage of participants actively involved in the training programs, whether through active participation in sessions, completion of course materials, or interaction with peers and trainers is an important KPI. High engagement indicates that participants find the content interesting and relevant but also enhances information retention and contributes to a positive learning environment. By monitoring engagement rates, L&D teams can adjust teaching methods and content to keep participants motivated and dedicated throughout the training.
3. Impact on company performance
This KPI measures the direct effect of training programs on overall company performance. It includes metrics such as increased productivity, reduced errors, improved customer satisfaction, and revenue growth.
To truly measure the impact of training programs on overall company performance, start by identifying key metrics such as productivity levels, error rates, customer satisfaction, and revenue growth. Establish a baseline by collecting data on these metrics before implementing the training program. Once the training is completed, gather the same data and compare the results between the trained group and a control group that did not receive the training. For instance, if a sales team that participated in the training shows a significant increase in sales compared to the control group, this demonstrates the positive impact of the training.
4. Participant satisfaction score
Participant satisfaction is a vital KPI that helps in continuously improving the training programs. Develop a detailed satisfaction survey that includes questions on various aspects such as content quality, trainer effectiveness, and overall satisfaction, using a Likert scale to capture nuanced feedback. Collect this feedback immediately after the training session to ensure that participants’ immediate reactions are recorded. Analyze the survey results to calculate average scores and identify trends, which can help pinpoint strengths and areas needing improvement. Comparing these scores with those from previous training sessions can reveal patterns and provide insights for refining future programs, ensuring that the training remains effective and engaging.
5. Knowledge application rate
By measuring participants’ ability to apply acquired knowledge in their daily work, organizations ensure that training translates directly into tangible results. It gauges the real impact of the training on job performance.
To measure the knowledge application rate, start by defining the specific skills or knowledge areas that the training aims to impart. Post-training, assess participants’ ability to apply these skills in their daily tasks through practical evaluations or on-the-job performance reviews. For example, if the training was focused on improving sales techniques, observe how sales representatives implement these techniques in their client interactions and track any changes in sales figures.
Gather feedback from managers and supervisors who oversee the trained employees, as they can provide insights into how well participants are integrating the new skills into their workflows. Additionally, self-assessment surveys can help capture participants’ perspectives on their ability to apply what they have learned.
6. Individual performance improvement
By tracking measurable progress post-training, organizations identify and nurture key talent, unlocking their full potential. It reflects the program’s effectiveness in developing the necessary skills and competencies, like an upgrade to the latest software version, but for people!
7. Time to implement knowledge
This is measured by the interval of time required for participants to apply new knowledge in their daily activities. A short implementation time indicates efficient and easily comprehensible training. Think of it as the time from downloading a program to running it – the quicker, the better!
8. Knowledge retention rate
This KPI measures the percentage of knowledge retained by participants over a period after completing the training. It assesses the durability and relevance of the information provided. It’s like remembering your favorite recipe months after learning it.
9. Training ROI (return on investment)
Calculating the return on investment (ROI) for training programs involves understanding all associated costs, including materials, trainer fees, and participant wages during the training period. Then, measure the financial benefits resulting from the training, such as increased sales, higher productivity, reduced errors, and lower employee turnover rates. Assign monetary values to these benefits to quantify them effectively. This analysis provides a clear picture of the efficiency of training investments, allowing you to demonstrate the financial return to stakeholders.
Conclusion
Key performance indicators are essential for any L&D team aiming to maximize the impact of training programs. Carefully monitoring these KPI’s not only provides valuable insights into the efficiency and relevance of the programs, but also helps align them with the organization’s strategic objectives. Numbers don’t lie, so make sure they’re as accurate and easy to measure as possible.
Lastly, try to save time and resources by creating modern and engaging learning experiences, so that every training session feels like a valuable investment. This not only enhances the learning journey but also ensures that the knowledge sticks and translates into tangible business results. It’s about making every effort count and seeing the impact in real-world outcomes.
Contact Code of Talent’s team today and learn how we can help you achieve your goals.
Photo: Pixabay
As an L&D professional, you know that time spent on onboarding procedures, skills improvement training, or learning program evaluations is time-consuming. Especially for those in the Learning and Development (L&D) department who have to serve a workforce of hundreds or even thousands of people in large organizations, these challenges are particularly significant.
Moreover, capturing employees’ attention and motivating them to take courses within the company are also burdensome tasks. Fortunately, AI is a game changer and many learning management systems (LMS) already possess powerful AI-based features that can assist in expediting and streamlining training programs.
But what prompts an organization to prioritize upskilling or reskilling its employees in the first place? Well, training opportunities are increasingly crucial. Data from a Gallup study reveals that 48% of American workers would consider switching to a new job if offered skills training opportunities. According to Deloitte’s Global Millennial and Gen Z survey, nearly 30% of respondents cited learning and development opportunities as the primary reason for choosing their job. Here lies the challenge. Despite organizations globally spending over $350 billion on training, only 12% of employees apply the new skills learned in L&D programs to their jobs, as reported by Harvard Business Review.
Introducing microlearning and customized e-learning, assisted by AI, which not only reduces the workload of the L&D department but also aids employees in learning more efficiently and making a genuine impact on the business.
In the following article, we aim to explore how AI will concretely influence various practical aspects and how it can contribute to achieving a better microlearning experience, benefiting medium and large businesses.
Create AI-powered courses from scratch
When it comes to providing solutions for skill improvement or reskilling, every L&D department encounters the challenge of content development. Nowadays, with the help of artificial intelligence, everything becomes much easier. AI-powered content authoring platforms, such as Codeoftalent.com, provide the means to quickly transform any type of document or training material into a gamified experience for employees. This represents a significant step forward for any L&D department aiming to support and develop its workforce without becoming overwhelmed.
AI automated processes reduce the time and costs involved in producing training materials. For example, Codeoftalent.com allows you to design your training from scratch, starting from a goal or from a file. The latter option is also an AI-based solution that enables you to upload any file, whether it’s an internal procedure or new product presentation or a list of key concepts to cover. Based on the information provided, the platform will create an engaging learning journey for your employees that is based on microlearning and it aims to make them apply what they are learning in no time.
This lightens the load for your L&D team, allowing them to whip up training content from a mere idea or material with lightning speed, and then simply tweak and add photos and videos to what the AI creates.[/vc_column_text][/vc_column][/vc_row]
Do you have a goal? The AI will do the rest
AI-based training enables adaptive and personalized learning. For L&D professionals, the task of creating personalized training is a thing of the past. An AI-powered microlearning platform can create an online learning experience from start to finish, given a goal, target audience, and a few other details. Your task would then be to add “the sparkle” and customize it to your exact needs. This would make your job a lot easier.
For example, with Codeoftalent.com, you can begin by simply typing your goal: improving sales performance. Next, select your audience, such as “sales consultants” or “call center agents”, then choose your industry and the expected outcome, such as “achieving sales quotas.” Finally, let the AI work its magic.
The system automatically generates the structure of the topic, the gamified training journey, and required tests, all in bite-sized sessions, in a matter of minutes. Additionally, you can add images, videos, and other personalized elements of your choice to enhance the learning experience, or you can keep those added by our AI.
Therefore, AI plays an essential role in improving learning outcomes, increasing learner satisfaction, and enhancing the business mission for growth teams and productivity.
Provide feedback and evaluate easily
An essential component of microlearning assisted by AI is providing feedback and personalized support for learners. It offers trainers and business managers the means to evaluate and support employees every step of the way. It also helps participants learn from each other and share experiences. For example, participants or managers can share ideas, best practices, documents or guides with the team that provide examples on how to avoid mistakes in sales or dos and don’ts in workplace safety to prevent accidents.
This learning model is also equipped to assess the energy level of participants and monitor the progress of each learner.
Design your first training right now!
Training employees using a microlearning platform with AI capabilities for content authoring and customization is a means for companies to save time and money, but it is also an opportunity to streamline team growth.
If you want to maximize the benefits of AI in practice, it’s important for the organization you’re a part of to invest in understanding and adopting these technologies in various forms. Whether it’s onboarding, sales, soft skills, or compliance training, create the right training and help your employees become more efficient and happier in their roles.
It is no secret that job requirements are more dynamic than ever. The world is changing, and it is changing fast. Technological innovations are disrupting most sectors, while the very nature of work has shifted significantly in the past decade. From automation and artificial intelligence to digital collaboration tools, the way we work has experienced a momentous transformation.
According to LinkedIn data, skills for jobs have changed by 25% between 2015 and 2020. This figure is expected to jump to 40% by 2025. The abilities that are demanded by each industry are changing at breakneck speed. Some skills that used to be in top demand a decade ago have become almost irrelevant today. When industries are changing at such a pace, upskilling is a matter of urgency.
Employees are more than on board
Recent research shows that employees understand this urgency. And they have the possibility to upskill at the top of their minds when seeking a new job.
For some employees, the desire for self-development can reach surprising levels. According to the The American Upskilling Study conducted by Gallup and Amazon, young workers see upskilling as more important than paid vacation or sick leave. This featured as the third top priority for workers aged 18-24, behind only health insurance and disability benefits. So much for the stereotype of an idle and entitled new generation.
Despite the intense focus on self-improvement from recent labor market entrants, all demographics show a keen interest in upskilling. The same study points out that of the 15,000 US workers of all ages surveyed, more than half of them (57%) say they are “extremely” or “very” interested in participating in an upskilling program.
Just having some courses is not enough – they need to be relevant
Make no mistake – this desire from employees to upskill isn’t only indicating that they are hyper-motivated to gain new abilities. It also implies that if your company fails to make adequate learning opportunities available, they will seek them elsewhere.
According to the Workforce Trends Report published last year by the ManpowerGroup, employees are ready to upskill themselves if their employer is not making such courses available. Of all employees surveyed across Western Europe and the US, 57% said they are already pursuing training outside of work. The respondents suggested that this is because company training programs don’t teach them relevant skills, don’t advance their career development, or don’t help them stay competitive in the marketplace.
Skills change fast, and the complexity of each task increases with this. L&D programs need to be updated to reflect this reality.
New developments in L&D can help you keep up
In the current fast-changing environment, just making some courses available is no longer enough. They have to be insightful, accessible, and updated to the latest changes in your industry. This is a lot to think about at once, but fortunately, recent developments in L&D can help you in this mission.
The rollout of AI platforms tailored for the needs of the corporate learning community provides an essential support in this challenging context. Upskilling programs need to always be up to scratch with the cutting-edge realities of your sector. Offering anything less would defeat the purpose of an upskilling programme.
But when so much changes so quickly, how can your L&D department have the resources to both monitor every change and input the latest learnings into your employees’ programs? Depending on the role responsibilities and sector-specific developments, updates can occur monthly or even weekly. Fortunately, you can now let the AI take care of that.
The latest L&D generative AI platforms can generate new courses at the snap of a finger. This can be done either by feeding relevant documents into the program, or by simply writing specific prompts that could guide your AI assistant to design and create a tailored course which is up to date with the latest changes. Generative AI can slash significant amounts of time that would traditionally be spent on writing and designing the course. This can leave your team to focus on the industry- and role-specific big picture and the strategic aspects of their L&D work.
Once you tick the relevance box, focus on the learning experience
Another area where generative AI can help revamp your employees’ learning experience is by designing more interactive and accessible courses. The switch towards microlearning and gamified programs is not such a new development anymore, but many companies are still yet to pick these features up at scale.
Microlearning courses allow your business to present complex information that is broken down in clear, approachable units. Several studies have shown that spaced learning can be more effective than traditional methods where people are exposed to information delivered in bulkier learning slots. A microlearning study experience greatly increases information retention by giving people the chance to maintain razor-sharp focus in short time intervals and take breaks to let the information sink in.
Beyond this, the gamification of study materials is another development that will improve the quality of your L&D programs. By tasking your employees to complete “training missions” you can get them to test their knowledge in an interactive fashion through a variety of methods. This will help keep the learning experience interactive and engaging, and in turn further enhance the learning experience and your employee’s satisfaction with the upskilling opportunities offered by your company.
Almost unconsciously, most L&D managers center their learning programs around broader topics and general concepts, not specific business needs. This default approach overlooks the essential question of what the employees need to change and how. Specific business goals, concrete KPIs and clear competitiveness rationales need to be at the core of any training product, not an afterthought.
What the conventional L&D paradigm got wrong
It is not a secret that corporate L&D involves a lot of work. In many companies, this is the department of one – often short on staff, and with a full plate of tasks to execute. But beyond the number of individual processes to complete, the underlying rationale of the type of product L&D teams need to deliver is quite straightforward – right?
Got a new product to launch? Just design a training on sales. Planning a new hiring spree? You only need to prepare an updated onboarding program. The big picture of what a training is for should be reassuringly generic and straightforward. Well, not quite.
Since the advent of e-learning, the approach of the corporate L&D industry has been centered around a fairly topic-specific logic. The trainings offered are often seen like a digital, more visually pleasing version of a coursebook you’d get from a library section. You can learn about “sales”, or about “customer experience”. You can do a course on “conflict management” to foster a more collaborative culture in your teams. The list goes on.
The problem with this approach is that it often does not see the forest for the trees. A training that is anchored in general principles and does not focus on hyper-specific business needs is doomed to fall short of reaching its objectives. This is because the course design did not put its objectives front and center to begin with.
A shift in perspective is needed, away from courses informed by topic-specific questions and towards KPI-centric programs.
A course should always be born out of a well-defined challenge that a business has. What do you want to change in your company? By how much? Until when? The answer of what needs to be learnt lies hidden in plain sight in these questions – and the KPIs that will measure your success too.
Fight learning fatigue with hyper-relevant programs
Employees at all levels stand to benefit from a change in approach. Putting KPIs and key business objectives at the heart of each course will bring more clarity to everyone. At the same time, they will give employees the reassurance that everything studied, and every bit of effort dedicated is a clear step towards more efficient work and better results.
Nobody is inherently lazy or unmotivated. But not having a sense of direction and carrying out tasks without a crystal-clear purpose can severely hamper the enthusiasm of your workforce. After all, how can you be committed to a course or any other work responsibility if you can’t tell for sure how it benefits you and the company?
A meta-analysis published in Organizational Psychology Review (2021; Gagne et al.) has shown that intrinsic motivation is by far the type of motivation most strongly associated with positive work outcomes. This means putting in effort at work out of enjoyment and interest, rather than being motivated by other sources, such as reward and punishment methods.
Knowing exactly what a course brings, what is the need that it serves and how it will benefit you as an employee is key in fostering intrinsic motivation. If clear business needs are not central to your L&D programs, the employees will quickly lose interest, and completing these trainings will become just another box-ticking exercise. Your workers do not want “another sales training”, or “another emotional intelligence training” that does not sound much different from the ones they’ve seen in the past.
Incorporating specific KPIs at the core of the curriculum will help everyone be motivated and keep the eye on the ball at every stage. Suddenly, the objective of the entire program will look more tangible and achievable.
KPI-centric courses in practice
What does a training that is connected to real business needs look like?
Let’s take sales for example. What would the traditional e-learning approach suggest? If you are launching a new product, or want to improve sales, you may think about designing a program tackling this topic. This may start off with some general principles, present the new product, explain how it is uniquely positioned in the market, and highlight some key sales approaches to apply in the case of this product. It all seems very sound and reasonable.
However, there is every chance that this kind of program will include enough duplication to make your employees lose interest. Besides this, it is probable that it will overlook adding any specific metrics on what sales success looks like. General principles and good practice all sound very good – but how can your employees, or even your managers know what a successful implementation looks like? How can you check what works best when there is no discussion on measurements?
Conventional wisdom in education states that learning should start from general principles, and gradually get into more specific, specialized details. But in corporate L&D, this method is rarely optimal, because your employees have probably been taught general principles in the past and are processing large amounts of information as part of their day-to-day work.
The opposite approach should be taken: every course should be anchored in hyper-specific business goals. What are your key sales KPIs? Do you want to increase your business’ visitors to leads conversion rate? What rate would be an ambitious yet realistic target in the short or medium-term? Is it 10%? Or is it 20%?
These are the questions that need to become the bedrock of any employee training program. Once the goal is set, everything can be put into motion with a renewed sense of purpose and direction.
Examples can be found in any topic once you look to flip this question. A course on customer experience is no longer just a course describing different steps to make a client happy. The KPI-centric approach will first define what a happy customer looks like, how they behave, and how to measure this behavior. All of a sudden, this hypothetical course is no longer generic – it is about how to increase the net promoter score of your company by a quarter over the next six months. This requires clear steps that will lead to clear, measurable results. The employees will know what success looks like, and so will their managers.
L&D platforms are already moving in this direction
Changes that have occurred in the past years in the offerings of various L&D platforms facilitate the shift towards KPI-driven programs.
The switch from clunky and static e-learning courses towards microlearning platforms has laid a great foundation for more relevant corporate trainings that are centered on clear KPIs. This format allows to pass on information in a concise, structured way that focuses on essentials and actionable insights.
Recent developments in artificial intelligence have extended into tailored applications for L&D. AI-driven microlearning platforms offer significant productivity gains, by designing courses in minutes starting from answers to key questions. This allows L&D professionals to explore different training designs with minimal effort and deliver new relevant courses faster than ever before. This allows them to input the very latest information with ease, making the process of updating their programs less expensive and more efficient.
At Code of Talent, we have taken AI-driven microlearning to the next step. Our new AI-driven service can now input your ultimate training goals as the basis of your L&D programs. This will align your trainings with your core business needs, making sure that every information passed on remains hyper-relevant. You can try this solution for yourself here, for free. With this new feature, hyper-relevant courses centered around your core business priorities lay only a few prompts away.
Staff shortfalls are one of the most frequently raised challenges across all companies, big and small. Statista reports that the typical ratio between the number of employees and learning and development staff in workplaces worldwide is 330 to 1. This problem is seen as being so chronic and entrenched in areas like HR or L&D, that the term “department of one” has often been assigned to these business functions. Many times, very few people, or indeed sometimes only a single individual manage entire processes by themselves, spinning multiple plates at a time.
In this case, it is no wonder that even the most capable and motivated employees can get overwhelmed. They need to undertake long-term strategic planning, design courses and evaluate their results. Beyond this, they also have to maintain regular communications with other departments while still having to complete tedious administrative tasks.
A quick fix would be to simply hire more people. However, the cost often forces managers to delay doing so for as long as possible to avoid spiraling expenses.
In the near future however, this difficult trade-off is set to become a thing of the past. With the development of agile, reliable generative AI solutions that can take over many of the recurrent administrative and execution tasks, L&D employees can now focus more on the most rewarding parts of their roles, and truly get the chance to make the most of their creative and problem-solving abilities.
L&D professionals have to deliver a Herculean task
It is not breaking news that HR departments – and the L&D units by extension – are frequently some of the most overburdened in business.
A recent study conducted across 6 countries by tech giant Sage revealed that HR employees feel overwhelmed by their workloads. A total of 95% of HR leaders said that their roles involve “too much work”. At the same time, an astonishing 81% admitted that they felt burnt out. No less than 61% said that they even consider leaving the sector because of how overwhelmed they feel by their workloads and pace of change.
In medium-sized companies, these issues are even more acute, as sometimes a single employee is responsible for all L&D duties. The Department of One faces an almost unmanageable mix of responsibilities: from training needs analysis, to program design and development, content creation, training delivery, evaluation and assessment, to name but a few.
On a regular day, this would already be plenty to keep one busy. But with the accelerating pace of change, and increased need for diverse and constantly updated trainings, the workload of L&D teams of one can quickly get overwhelming.
A study by the Society for Human Resource Management (SHRM) shows that 55% of workers say they need more training to perform their job more effectively.
According to a different survey by the SHRM, this sentiment is shared even by the new generation of employees, with 34% of gen Z members surveyed sharing that they do not think they could use their existing skill set at work. The cohort also indicated that they want to work at organizations where they can develop their abilities.
AI innovations are set to shake up the way L&D works.
As the knowledge that employees need to possess gets updated more frequently than ever, there is an accelerating need that the tools used to deliver L&D programs are renewed as well. Virtually all business areas face tough competition and profit margins are getting squeezed. Any significant recruitment drive in L&D carries substantial costs that many companies cannot afford. It is therefore clear that every aspect of the work carried by L&D professionals needs a rethink.
But how could anybody in these overworked teams have the capacity to design a major overhaul of their procedures on top of their existing responsibilities? Fortunately, developments in artificial intelligence can provide the catch-22 solution that these departments are seeking.
In 2023, Generative AI platforms took the world by storm, demonstrating to everyone just how extensive the applications of the technology can be. Even though millions marveled at the astonishing productivity-enhancing potential of these platforms, many businesses are still yet to adopt them at scale in many of their functions.
So far, HR and L&D have been among the laggards in this respect. According to a recent Gartner study, only 4% of AI investments across all business functions is directed towards HR processes. This is significantly behind areas like software development (21%), marketing (19%), or customer service (16%).
However, tailored AI solutions for L&D platforms are already available – and it is a matter of months until these will be adopted at scale by businesses, whether medium or large, in order to take administrative and execution burdens off their employees’ shoulders.
Existing AI-generated microlearning platforms are perfectly capable to simply take documents that need to make the content basis of an employee training program and quickly transform them into gamified, employee-centric microlearning courses that break down effectively all the knowledge that needs to be passed on.
The wide-scale adoption of generative AI microlearning platforms will offload many of the L&D execution tasks. Everything from content development and content delivery to attendance and performance tracking and evaluation will be affected by it. Automating these responsibilities will redirect the focus of L&D professionals towards the more strategic duties of their roles, allowing them to make the most of their best creative and problem-solving abilities.
In summary
Developments in Artificial Intelligence are rightly pitched as a once-in-a-generation technological leap forward. The potential for generative AI microlearning platforms to revolutionize the entire L&D checklist is evident: from content delivery to learner feedback and from data-driven insight analysis to personalized learning, almost all areas of L&D will be affected by change.
One of the main promises of AI solutions is that they will take on most of the repetitive tasks, allowing employees to focus on the big picture – and on tackling the bigger issues. Among all units, the often-overlooked L&D departments of one are set to benefit the most from this.
Why not get a taste of the future?
Our award-winning microlearning platform, Code of Talent, has the ambition to make L&D programs fit for the future. You will be able to test-drive an AI-powered microlearning solution designed to easily create personalized training focused on acquiring and applying new knowledge and skills. Performance measurement is a key component of our vision.
For both managers and their teams, the pace of change has felt overwhelming in 2023. Developments in AI have dominated headlines and captured businesses’ imagination with their promise of unprecedented productivity gains and disruptive potential. But beyond the AI revolution, shifts in employee behavior and expectations have also continued to shape the effectiveness of corporate L&D programs.
Identifying how the L&D practices are set to evolve will be crucial in staying ahead of the curve and ensuring that your employees reach their full potential.
“Change” is likely to show up more in L&D strategy headlines
As organizations grapple with the challenges of a rapidly evolving business environment, L&D departments are stepping up to the plate, embracing new technologies, and reimagining their approach to training and development. The story of strategic change is one of innovation, collaboration, and a renewed focus on the needs of the modern workforce.
Rapid industry-shaping changes will compel a shift from generic and clunky e-learning courses to personalized, agile, bite-sized microlearning experiences focused on real-life skill development and job-related goals.The very approach towards L&D will evolve to meet the challenges and opportunities brought by the increasingly volatile market environment.
A recent report by the Chartered Institute of Personnel and Development (CIPD) revealed that recruitment, mobility, and turnover continue to be echoed by learning practitioners as key workforce priorities.
The post-pandemic Great Resignation has exposed the shifting expectations of employees. They are demanding more and more from their companies in terms of skills development, work satisfaction and career prospects.
These demands are not going to recede, especially as the pace of change brought by technological disruptions is accelerating. Unsurprisingly, in 2023, the top concern of L&D professionals consulted by the CIPD was addressing the skills gap.
According to research featured in the World Economic Forum’s 2023 Future of Jobs Report, employers estimate that 44% of workers’ skills will be disrupted in the next five years. This disruption will not be linear, and changes may happen in quick succession and at unexpected times. In order to retain an adequately trained, motivated workforce, HR managers will need to update their L&D programs at pace.
AI-generated microlearning programs offer the agility needed in the current fast-paced climate when the slow, manual creation of a traditional e-learning course can mean that it is already starting to be outdated by the time it is rolled out at scale.
Let’s say that an employee flags a knowledge or skill gap that his peers face at an end-of-day meeting. Generative AI solutions can now ensure that everyone can join a bespoke interactive course the very next morning. This could cover all the issues raised and give everybody the opportunity to perform at their best.
Preparing for takeoff: Generative AI will become embedded in L&D
If 2023 was the year when generative AI burst in the public consciousness and its enormous potential became clear to everyone, 2024 is set to be the year in which concrete applications of AI innovations will come of age.
Polls carried out by Gartner across 2023 showed a major increase in organizations piloting generative AI. In a report published in October, Gartner showed that 45% of the 1400 companies surveyed were in piloting mode with generative AI. This is up from only 15% in March the same year.
Until recently, businesses used AI in L&D and broader HR processes in predominantly experimental fashion. However, focused adoption is expected to gather pace in 2024. According to a survey conducted by McKinsey, AI “high performers”, or companies where respondents said that at least 20 percent of EBIT in 2022 was attributable to AI use, were employing AI more often for uses within HR such as performance management.
Generative AI offers unprecedented innovations in virtually every area of L&D. This ranges from relevant, articulate content generation at a snap of a finger to precision learning and evaluation. Got a new product launch in 2 weeks? AI could design an interactive microlearning program for your sales teams in seconds.. Need to teach updated health and safety protocols to employees? AI can lay out all the key changes in approachable, bite-sized courses generated in less than a minute.
HR executives are increasingly realizing the enormous potential of generative AI applications. These are here to stay, and not adopting these solutions in Learning and Development processes from curriculum design to skills assessment will mean falling behind in the race towards enhanced productivity and competitiveness.
Learning to measure L&D in terms of value and impact
For many companies, corporate training and development represents the second-largest staff expense after employee payroll. With the advancement of analytics and increasing business pressure, more and more HR and L&D managers are recognizing the need to integrate business evaluation measurements into their L&D programs, placing knowledge application at the core of courses offered to their teams.
In time, it will become indispensable to incorporate the evaluation of business results and behavioral change into every L&D process. This will be essential in making sure that the trainings offered remain fit for purpose, and that the company remains competitive.
Learning and Development programs have been known to be extremely expensive and to generate poor return on investments for the firms initiating them. Even though L&D practitioners state that they are concerned about measuring the impact of learning, only 50% of respondents agree that they have a process in place for assessing learning impact (CIPD).
Business leaders will continue to seek to make their expensive L&D programs more cost-effective and fit for purpose.Evaluating what works and what doesn’t will be a central element in this. However, the traditional disjointed view towards trainings and knowledge evaluation as two distinct processes continues to hamper such efforts. Fortunately, there is a noticeable shift in approach, with gamified assessments being increasingly integrated at the core of L&D programs and offering valuable performance data to HR managers.
Keeping the eye on the ball
In a world of constant change, boiling down the multiple challenges to their most essential components will be key in keeping a focused and adaptable strategy. Admitting that change is a constant is a first step – this needs to be reflected in all approaches towards L&D processes: everything is changing, and everything is changing fast. All tasks in the L&D checklist will need to become more agile to allow for timely readjustments. Thankfully, a second core 2024 trend will come to rescue: the widespread adoption of generative AI platforms will scale up the ability of L&D departments to design and deliver training programs. Lastly, in all this, evaluation will be key: AI models will both encourage and enable a clearer understanding of employees’ needs and performance, and in turn a delivery of more targeted and effective programs.
Why not get a taste of the future?
Our award-winning microlearning platform, Code of Talent, has the ambition to make L&D programs fit for the future. You will be able to test-drive an AI-powered microlearning solution designed to easily create personalized training focused on acquiring and applying new knowledge and skills. Performance measurement is a key component of our vision.
Digital learning has evolved by leaps and bounds in the last decade. More teams than ever are turning away from conventional training methods and updating their old content – and for good reason.
As technology evolves, e-learning has followed, leveraging learning analytics to help instructors track, measure, and visualize learners’ progress.
Learning analytics are largely powered by artificial intelligence and are immensely beneficial in transforming old training content into something more valuable. AI-powered analytics provides data about your training content and helps learners engage with the material by creating personalized experiences and opportunities for growth.
Introducing AI capabilities into your training methods is an excellent way to transform and update old training content, identify the strengths and weaknesses of individual trainees, and save you a lot of time and money.
If you’re looking to develop a new microlearning curriculum that’s more in tune with the times, there’s no better place to look than AI. Not convinced? Here are some of the most valuable benefits of embracing artificial intelligence in employee learning materials:
1. Help Trainers Review Responses
AI-powered tools analyze large amounts of data to identify patterns and trends in training content – much faster and more accurately than a human ever could.
With AI, it’s now possible to automate the entire process of reviewing responses to your microlearning training program. Whether this involves the grading process or providing personalized feedback to learners, it helps trainees identify areas where they need more support.
For example, an AI-powered system can analyze all written responses to a training quiz or microlearning video almost instantly. This saves a lot of time for trainers who would otherwise need to manually review responses and provide individual feedback. This time is better spent on creating more microlearning content.
AI can also be leveraged in developing microlearning content. Manually developing a high-quality complex training module takes a lot of time and human resources. According to a survey conducted in 2017, it takes an average of 42 hours to create one hour of passive training and a staggering 142 hours to develop one hour of complex learning. AI can cut this down significantly.
In terms of modernizing and streamlining legacy content, AI can also provide new avenues. For example, transforming old Powerpoint presentations into interactive digital modules is usually a long and cumbersome process. It requires authoring tools, apart from the actual creation of new and fresh interactive content.
With AI, it’s now possible to transform legacy content more efficiently. This technology can be used to create content in fun, engaging ways, such as rewarding trainees who complete tasks or achieve specific goals.
What’s more? It’s easy to develop this content in multiple languages that learners are proficient in using. With the pressure taken off reviewers to individually assess responses, this is an empowering tool for global companies working with a number of remote employees.
2. Provide Automated Assessments
Transforming traditional content to digital formats requires a great deal of software expertise and continuous innovation in the medium in which the training is delivered. Before trainers start worrying about whether learners are responding to the content, it’s important to know if the curriculum is functioning as intended in its new digital space.
To get feedback on this in software terms, trainers need to carry out continuous automated tests or assessments. This refers to the use of tools and scripts to check your training methods for defects or errors. This would require a large amount of expertise and manpower if done manually.
Fortunately, of the many uses of AI, the latest trend in quality assurance is test automation. AI-powered tools can mimic real-world user behavior to ensure your microlearning training content works as intended and meets your organization’s quality standards.
By using automated testing tools that can assess a large number of cases accurately, AI can generate reports and provide insights into the performance and reliability of any software that you are using for digital learning modules. This will save time for your training and IT teams while ensuring that all desired quality standards are met.
3. Give Necessary Feedback
Training content can always be improved. Older or outdated modules often have a more traditional method of delivery and must be refreshed. As you begin to transform your old training content with AI and personalize it for trainees, you need to create specific, detailed feedback for improvement.
Usually, this would involve a lot of tedious back and forth between several reviewers. With AI-powered tools, it’s a lot easier.
When relying on an artificial intelligence curriculum, you can quickly get feedback on several training elements, including, but not exclusive to:
User engagement: To understand how engaging your training content is.
Learning outcomes: To assess whether your training methods work.
Performance improvement: To assess if the training helps trainees grow professionally.
Overall effectiveness: To identify what works best and what doesn’t.
Need Help Revamping Your Old Content?
The most common fear associated with artificial intelligence is that it’s coming for our jobs. The truth is that right now, AI is simply making complex tasks easier to complete and streamlining the way we work – including how we meet training needs.
In terms of winning training programs, relying on an artificial intelligence curriculum minimizes tedious, manual work and gives us more time for more creative microlearning content.
Companies like Code of Talent have developed powerful AI tools to take training content to the next level with very little effort. When transforming old training content, CoT can help make learning more fun and bite-sized, change the behaviors of your trainees, drive professional development, and track the team’s progress in real-time.
Browse the Code of Talent website for a free demo and transform your outdated training modules into something fresh and modern that your trainees will learn from and engage with.
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