On-the-Job Training (OJT) in the Hybrid Work Model-An Ideal Approach-How is mPowerO assisting in UpSkilling the Frontline Workforce

Components of the Learning Ecosystem

Characteristics of the Learning Ecosystem

Contribution of mPowerO to Problem Statement of Robotex India

Problem Resolution from mPowerO to Robotex India

mpowero Case Studies of Robotex India

Offering on-the-job training in a blended work environment is challenging. However, with the right techniques, strategies, and tools, it is possible to merge the two and amplify learning experiences to improve personalized learning to employees and better training paths and hence enhanced training outcomes.

Here is an ideal approach to facilitate the same:

a) Be more interactive by adding gamification elements:

As an inherent observation, Employees are either yawning or scrolling through their Instagram feed with their cameras turned off, in most virtual learning sessions. Thus, a strong stimulus is essential and must rekindle the vital spark of attentive learning for drawing attention and realigning the focus for improved training outcomes. Hence, Gamification is a great technique to make on-the-job training successful in a hybrid work atmosphere.

Whether it is compliance training or a live session or technology updates, Gamification has the power to draw attention to attract and hold the interest of a hybrid workforce. Whether the employees are working from home or office, they can connect on the respective LXP platform in an effective way to bring the distributed workforce on a single platform. Besides, the L&D can take real-time feedback to improve on-the-job training through various methods such as quizzes and polls.

Incorporating Gamification features strikes healthy competition in a hybrid work environment and motivates employees to enroll and complete maximum courses.

b) Encourage Blended Learning – at home and at office – for online training:

Organizations have merged virtual and physical working to offer more convenience through a hybrid work model. The same change in procedures can be applied and adopted while facilitating corporate learning. Blending training while at office with online training while at home can help balance on-the-job training in a hybrid work atmosphere.

For example, before commencing the physical sessions at the office, the L&D team can share the necessary resources or outline through a digital learning platform along with the invitation for the session so that the employees will have a clear picture of what they will be learning in the training sessions. Furthermore, post the in-person session, the L&D can send a quiz to understand how much information the employees have learnt/aborted from the learning sessions. They can even share documents and presentation decks that employees can refer to in their time of need, to improve their learning and better understanding of the concepts.

c) Create a space for Collaborative learning via being Social savvy:

Knowledge/Information is shared frequently at the workplace via a pat on the shoulder or while swinging by someone’s desk thus ensuring that there is always a learning opportunity,  which employees tend to miss out on such socializing aspects while working remotely.

Creating a collaborative space where employees can learn from each other is imperative to ensure on-the-job training in a hybrid work environment. Social learning opens the door to effective communication where employees can share relevant resources, brainstorm new ideas, address various queries, share achievements and contribute to each other’s knowledge growth.

d) Capture astute attention with shareable bitesize knowledge nuggets – bite size training:

One of the most pressing challenges in working in a hybrid model is lack of time. However, microlearning in the form of bite size training gives an opportunity to provide on-demand learning in a busy and ever-changing work environment.

Learning platforms mostly offer and make use of mobile learning solutions that can be leveraged for sharing knowledge nuggets where the bite-sized content has the magnetic potential to attract learners.

Furthermore, presenting information in a compelling flashcard on mobile can increase the engagement rate as the versatility of microlearning captures interest.

Developing specific precise and concise content, based on various use cases, can help deliver an immersive learning experience to the hybrid work atmosphere.

e) Merge various training paths to create optimized training path for better outcomes:

When information is provided to an employee in bulk, they get overwhelmed and overloaded. Employees become clueless about what to pick first and how to complete the task, apart from managing the regular routine work.

Employees need a clear direction while working in a hybrid environment as the work is split, or they will keep wandering in the wilderness like a lost sheep, thus losing productivity and engagement too.

A drip journey is an effective strategy for offering continuous on-the-job training in a hybrid work atmosphere. The L&D department needs to create a systematic learning pathway by scheduling specific courses on specific days. For instance a four-day learning pathway as follows would be resourceful:

  • First day – A blog on how to manage a sales cycle
  • Second day – A flashcard on new product or product updates
  • Third day – A webinar on how to manage different/reluctant buyers
  • Fourth day – A video on various use cases assisting to close a deal

A drip journey could possibly be drawn ranging between 15 to 30 days long as per the training requirements, and multiple correlated tasks can be appended to a given day so that employees will have better clarity on what they have to learn each day.

Regardless of their work patterns and location, one can easily enroll, complete daily courses and learn/get trained on the job seamlessly, to improve efficiency.

f) Identify and benchmark skills for each individual role and facilitate role-based skilling:

In the era of fast-changing skills, in a hybrid work culture, organizations cannot rely on the skills highlighted in a resume to enter an organization. It is important to react quickly and keep an eye on the changing skills.

Since each role is different, hence identifying and benchmarking the trending skills for each role is crucial. A powerful LXP platform must enable L&D teams to identify and drive the skills they should focus on for boosting performance and reaching organizational goals.

g) Leverage AI for offering Personalized Training based on role-based skilling:

We already have witnessed that Personalization is the key to making on-job training successful in a hybrid work culture.

While employee burnout is one of the emerging issues employees also feel stuck in the same position without any sign of growth. Providing learning must align with individual aspirations. Hence assessing employee skill gaps and understanding their learning requirements and aspirations is essential to driving a personalized training experience.

AI-powered tools like LXP can help create a personalized journey for the hybrid workforce which recognizes and enforces training methods based on the skills and interests of the employees as AI recommends the latest and most relevant content to the employees on par with the evolving trends.

Conclusion:

An LXP can be a definitive helping hand in providing impactful personalized learning/training experiences in order for the employees to be successful and also the organization. Hence for L&D teams it is crucial to offer employees the flexibility to pursue the best learning paths suitable for them.

An LXP powered by the latest AI could keep up the Frontline workforce up-to-date through micro-learning content merged with AI content recommendations along with an advanced data analytics platform to showcase the outcomes for better learning/training outcomes and learning/training experiences.

For upskilling Your Frontline workforce, mPowerO provides continuous support and is an end-to-end offering to Online Learning Platforms/Solutions, Digital Publishing Solutions, Upskilling/ReSkilling and Skilling training opportunities for medium to large companies.

mPowerO has evolved from being an Online Learning Solution (LMS) to serving as LXP in order to accommodate larger targeted audiences for educational/publishing and skilling requirements of various medium to large organizations/enterprises.

Talk to our expert team members for a deeper understanding and more related information.

Reach out via email at info@mpowero.com or visit us at https://www.mpowero.com/ for more information.

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