Globally, businesses are placing emphasis on
How
L&D teams must create a hybrid strategy for instruction. They need to blend remote and in-person tools, methods, and strategies to support this dynamic hybrid workforce. However, before L&D teams can get to work and develop corporate training programs that upskill and reskill employees, they need to also to prepare and facilitate learners for hybrid training proactively. Let’s discover how these can be accomplished.
Ascertain learning quotient in employees
A professional workforce will find it challenging to return to learning, post their college graduation. It is critical to ascertain the learning-quotient of the employee and factor a gradual scale-up of learning. While upskilling is important, it is critical to also nurture the learning mindset by pacing the learning and delivering regular wins to boost their interest, curiosity and morale.
Learning, while working
A common concern among enterprises is that employees might not dedicate exclusive time to learning. This can be addressed by creating systems that enable employees to learn in the flow of regular work. By designing a carefully curated syllabus that is available on-demand and easily accessible, enterprises can direct learning programmes that will be completed, without managers having to worry about taking teams off regular work to upskill.
Showcase potential for growth
Incentives, and potential for growth can be huge motivators for upskilling. By defining the potential for employees who complete upskilling, enterprises have a greater probability of having interested employees who will be motivated to complete the programs and excel in them.
How to develop a multi-channel hybrid corporate training strategy
Now that employees are prepped for blended learning, here are 5 ways businesses can develop a multi-channel hybrid corporate training strategy to upskill and reskill employees effectively:
1. Assess the training needs
Businesses must first evaluate the training requirements by carrying out a skills-gap study. The next step is to develop a suitable and adaptable hybrid training structure after understanding the preferred learning styles of the employees.
2. Rethink the blended learning strategy
Evaluation of the self-paced and in-person learning ratio is required to make the necessary adjustments to the training plan. If the remote employees are still getting acclimated to an in-office operation, businesses need to be smarter about when and how to conduct in-person training sessions.
3. Invest in the right training systems
Businesses need a strong LMS (Learning Management System) that employees can access from both home and the office in order to support a hybrid learning workforce.
4. Build robust end-to-end employee learning experiences
The value and motivation of employee learning and development must be rethought. It is imperative to recognize the preferences and learning styles of the students (employees).
5. Deliver holistic learning
Based on career goals and skill gaps, personalised learning is necessary.
The bottom line
A flexible and agile hybrid training strategy is essential if businesses want to get the most out of their hybrid teams. And, to ensure consistency in training, enterprises must also constantly refine their training strategy if employees frequently alternate between remote and in-office workstations. Driving these objectives in tandem will position the enterprise on a path of productivity, operational efficiency and enable a return on investment.
Disclaimer: This article is generated and published by the Insider Studios team. You can get in touch with them on insiderstudios@businessinsider.in