- It is necessary to survey how employees view eLearning.
- Use eLearning for employee onboarding.
- 77% Of L&D professionals agree that personalized learning is vital to employee engagement.
- Companies lose more than $500 billion every year due to employee disengagement.
- When leaders initiate growth and development in the workplace, people follow.
- Measuring eLearning impact analyzes gaps and gains.
Keeping up with the fast-changing market makes the Human Resource Department busy. This department’s role is to lead in attracting, hiring, training, and retaining top-notch employees. Since the labor force is the company’s greatest asset, HR management should not be overlooked or underestimated.
Providing employees’ professional growth and development through online upskilling and re-skilling programs needs careful preparation and analysis. Since the HR department deals with humans, it is essential to keep the “human” need in mind when planning for training.
With the rise of digital learning platforms, as shown by statistics, the HR department should devote time to devise eLearning strategies for HR. Well-planned implemented and evaluated HR strategies will satisfy both employees and company need.
Identify Attitude towards eLearning
Even though statistics shows that eLearning is beneficial for employees’ and companies’ performance, it is still necessary to survey how employees view eLearning.
- How do they view eLearning as an opportunity?
- Is it a cause of stress or fulfillment?
- Do they feel a sense of belonging when they are provided with learning opportunities?
- Do they see it as an obligation?
- Do they consider eLearning as a ladder to personal and professional development?
- Are they comfortable with eLearning? If not, what adjustments must be considered?
- Do they have any trust issues?
Before planning and creating an eLearning course for the workforce, HR professionals must test the water by conducting surveys or providing an initial, mini eLearning pilot course.
Just like purchasing a new car, have a “drive test.”
Use eLearning for Employee Onboarding
TalentLMS reports that 61% of new employees do not have sufficient training on the company culture, and Kronos states that 76% of HR leaders argue that their organization’s underutilized employee onboarding practices.
These facts reinforce the need for a structured employee onboarding using eLearning. Since HR starts with recruiting and hiring employees, the company should also create an eLearning onboarding program to facilitate the fast integration of the new hires into the company’s culture and standard operating procedures.
A strong eLearning onboarding program will help the company increase employee retention and increase productivity among new hires.
Match eLearning course to Employees’ Needs
Before developing any online training and development courses for employees, HR professionals should identify the workers’ strengths and weaknesses.
Conducting training needs assessment will save time, money, and energy on the part of the HR department. Without analyzing the employees’ training needs, the eLearning material might defeat the purpose of providing growth and development for workers.
After plotting out training needs, HR can now focus on meeting these needs to speed up productivity. In developing eLearning courses, HR professionals must focus both on hard and soft skills.
Hard skills are technical training and expertise, while soft skills are traits such as leadership, communication, or time management. Both types of skills are necessary to perform and advance in most jobs successfully.
Personalize learning experience through eLearning
The personalized learning experience should be one of the eLearning strategies for HR since 77% Of L&D professionals agree that it is vital to employee engagement.
There’s a no-size-fits-all approach in training employees, especially in this evolving work environment. Therefore, companies must discover how technology, specifically online learning, could enable personalized learning among employees.
At present, technology can create an automated, intuitive, and interactive learning course that adapts to employees’ behavior and needs. As mentioned above, it is necessary to evaluate learners’ needs and diverse learning styles to provide personalized learning.
Use cooperative learning
Encourage cooperative learning in the workplace by assigning mentors or coaches—this learning benefits new hires during the onboarding process, but can also old employees.
Coaching and mentoring can produce great leaders in the workplace because it will allow performing employees to transfer their experiences and expertise in the field.
Cooperative learning can also cultivate a healthy working relationship among employees, which is an excellent strategy to keep them working as one body.
With the use of eLearning, employees can collaborate virtually or remotely without leaving their work stations. This online collaboration is advantageous to the company since it will not disrupt workflow.
Start with leaders
Ronald Reagan believes that “The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things.”
When leaders initiate growth and development in the workplace, people follow. That’s the role of leaders-to influence others to take the same path.
Likewise, when corporate leaders support and advocate eLearning as a great way to upgrade the workforce, employees will also take the initiative to learn and take upskilling courses.
Monitor new skills
Learning does not stop after finishing a course. Since employees learn most when they apply what they have learned in real-life contexts, HR should monitor the application of these new skills.
HR personnel must regularly monitor that newly acquired skills are being used to increase or sustain the company’s productivity. Monitoring also keeps the employees engaged and involved.
Getting employees engaged even after finishing the courses is essential because Rapt Media says companies lose more than $500 billion every year due to employee disengagement. Therefore, engaging employees through constant monitoring lowers the potential of money loss.
Measure eLearning Impact
Measuring eLearning impact analyzes gaps and gains. In any activity, whether as simple as trying a new recipe or as complex as HR strategies, it is always necessary to look back or step back and see the big picture. This last part of the eLearning package as an HR strategy calculates ROI and KPI.
- Were the learning goals achieved?
- Was the training practical?
- What needs to be improved, sustained, or changed?
- What went well? What went wrong?
The 40% of employees with inadequate training leaving the company within the first year, according to go2HR, is alarming. That’s why eLearning strategies for HR are essential for attracting, hiring, training, and retaining good employees. eLearning will not only benefit the employees but the company as well.
Lastly, it is always best to collaborate with experts regarding providing an eLearning course or any of your digital corporate needs. Elearn2grow has a team of digital professionals who can help you set up your HR eLearning needs. We are open for consultation. Contact us now!