Micro-Learning Fosters Employee Retention And Delivers Value

Date: 06-Jul-2019

Micro Learning

One of the main focuses for an organization is to make sure they are providing the best services to their clients. For the HR department, a benefits program is one of the key priorities for taking a wise move in employee onboarding. Other HR functions include executing retention, performance, and engagement programs.

The right plan can help to tackle all three concerns by improving the employee experience, which begins with onboarding and continues throughout the development process. Most of the HR departments are desperate of getting solutions from foster learning. In many workplace organizations, there is a lack of leadership programs and scarcity of resources to improve skill sets are common concerns.

Consider your clients, they also face the same challenges. To have an impact in this area, an organization must understand HR needs. Time is restricted, so deliver solutions that impact the range of HR priorities, including learning and development.

HR departments need more time to

  • Focus on other initiatives which include employee learning
  • Keep up with the trends to communicate, educate, and engage the employees and also
  • Make sure the content and learning options support rather than interfere with their job responsibilities.

This is not about eliminating traditional classroom training, but classroom learning events can no longer be the default learning option for companies. According to Chris Anderson (TED.com), an employee can sit for the training session maximum of 18 minutes. The key to corporate training in the 21st century is ‘performance support’. It helps to provide learning resources to your employees at the moment of need. Big MNCs have taken the concept of the Learning Management System and delivered those resources on the micro-level with required job skills training.

Think of the concept as filling a bucket with a cup. One cup may not seem like much but as the employee learns and applies new skills, the bucket fills and he or she gains two valuable take-aways that are first, a strong foundation of a concept, and second, the system becomes performance support if in case the employee forgets something or needs remediation. The just-in-time micro-modules focused on performance which helps the learner gain confidence and master his or her role. Learners can get access to tools at the moment of need and are aided by a manager who is executing a structured development plan which is tailored to the role and the employee’s specific strengths or gaps. Continuously focusing on employee development sounds like a no-brainer but the best efforts take time and attention. Therefore it is said that engagement and performance are driven through development and support.

Today’s HR departments carry a variety of tools with them from learning management systems to apps that deliver guided walk-throughs but deliberate planning and execution are the keys to building learning and development programs that attract and help to retain top talent – HR’s primary challenge today. Hence, at the end of the day, you are creating a stimulating work environment where employees feel valued and supported.

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ENGAGEMENT DRIVE PERFORMANCE

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