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There are a few pressing reasons why companies should invest in training.

ELearning isn't just more of the same where employee training is concerned. These solutions use interfaces that today's workers are clearly familiar with - online dashboards, mobile controls, multimedia - and make them part of the ongoing education process. This new aspect may add to engagement and recall, and that's to say nothing of the time and money benefits of replacing the classroom model with more flexible processes. Leaders can employ eLearning related to any vital skill within the workforce, and they have plenty to choose from. Anything from technology use to basic office practices could make a material difference in terms of the way a team performs.

"Making continued training a part of a company's operations can add value and boost creativity."

Benefits of continued learning
A recent piece by Business 2 Community contributor Margaret Jacoby focused on the many reasons that companies today need to train their employees. These types of lists are important for organizations considering eLearning solutions, as they eloquently display the structural issues within firms that make educational processes such a high priority. Even managers who are very happy with their teams will have to realize at some point that they could be doing more to help those professionals succeed. Jacoby explained, for instance, that making continued training a part of a business's operations can add value, boost creativity, lessen turnover and burnish a firm's reputation.

The benefits identified by Jacoby apply to both individuals and companies. For instance, when professionals receive ongoing education, they will find their own skills improving and feel better about their own situations. This can easily turn into a feeling of loyalty toward the employer that made the training possible. A happier and better-educated workforce will help any business excel, and the enjoyment they take from their work is an evident benefit for those team members. The issue is whose responsibility it is to take care of education. Placing that requirement on the workers themselves may fracture their relationship with employers.

"Relying on workers themselves to find training runs the risk of lessening their loyalty."

Jacoby specified that new skills are constantly emerging today, and keeping up with market trends means teaching employees many new proficiencies. Leaders who neglect to make such education part of their business plan could end up with teams that aren't prepared to face the challenges of a contemporary workplace. Relying on workers themselves to find training runs the risk of lessening their loyalty, and as such firms' best option becomes clear: provide the necessary learning programs. In many cases, it may come down to eLearning tools that can pass on numerous valuable proficiencies over time.

Satisfying training experiences
A recent piece by eLearning industry contributor Didem Yesil listed several factors that contribute to a satisfying learner experience when using software. Considering the relationship between keeping workers happy and increasing retention and productivity, this is an important element. Yesil stated, for instance, that the content included in courses should measure up to expectations and include a variety of media types, ones that go together well and go beyond the basics such as text. The overall experience of using a course is just as relevant as the information contained within. High-quality solutions could keep employees happy, engaged and loyal during and beyond the course.

Corporate Learning & Performance
Information Technology
Educational Publishing

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