Let’s start with the most obvious reasons for adopting engagement OLS platforms: the direct time and cost savings associated with the knowledge transfer process.
Quickly ramp from training to productivity
By using organizational learning technology to ensure consistent training processes where everything is taken care of in a just-in-time basis, new employees can arrive on day one with all their equipment and system knowledge ready for them, so they can focus on getting up to speed without unnecessary delays.
OLS software is also great at decreasing the time for current employees to become productive, by accelerating their learning of company protocols, procedures, and systems.
It also offers reporting and analytics to help quantify the impact of the “soft” human elements of your learning processes on your profitability.
Consistent learning during rapid growth
If your organization is experiencing considerable growth, and putting down roots in remote or overseas locations, it can be a challenge to ensure a consistent and coherent training process for new hires or remote hires who you cannot meet in person. Take into account how much time and cost is involved in training and provisioning overseas or interstate employees.
Is inconsistent training or miscommunications causing inefficiencies in the business? In this case, the automation, personalization and paperless capabilities that PX Business offers become indispensable.
Used in conjunction with collaborative digital platforms, you’ll be able to quickly and cost-effectively execute all the processes and documentation tasks associated with training/learning, even if the employee is halfway across the world.
OLS software also adds visibility and accountability to previously “unmeasurable” metrics like employee engagement. By applying digital smarts to learning/training, you and your managers can see, for example, if an employee is actually opening and reading your communications, or if a manager has started certain training tasks, and receive alerts when either manager or employee engagement levels are below a certain threshold.
Developing Learning & Training isn’t solely HR’s responsibility
So how can you guarantee learning experiences that WOW, no matter who the department manager is? With managers accountable for 70% of the variance in employee experience, it is essential we know how to effectively coach and influence them without totally disrupting their work day.
By providing a framework for you to improve your organizational process, you can give your managers ‘training superpower’s, without weighing them down with checklists and paperwork.
Empower managers to own training
For managers, training a new hire can often be a daunting process, with a lot of moving parts and unfamiliar procedures that are piled on top of their already busy workday.
The result? Having to divert effort and resources away from their normal work in order to take care of training, forgotten tasks, or simply not bothering with organizational learning – all of which directly impact productivity metrics. The right technology breaks the knowledge transfer process into bite-sized chunks, helping to coach managers through each employee’s skills improvement journey.
It automates all of the painful administrative aspects, so managers are able to focus on engaging with the team, and provide an awesome, human, collaborative learning experience, without adding more work to their day.
For example, the right technology can: intelligently nudge managers of outstanding training tasks that they need to do; provide managers with personalized content templates so they can send to teams to kick start their new manager-employee learning/training programs; automatically create calendar invitations for key organizational learning events like course content reviews, one-on-one feedback sessions, and more; offer reminders and advice delivered to the managers’ mobile, especially during the critical days of an organization’s change management period.
How to Transform Your Employee Learning Experience (and say goodbye to boring checklists)
OK, we’ve got nothing against checklists. They’re useful and necessary (sometimes). But what is the state of your current L&D / training processes?
Chances are, it’s a maze of compliance requirements and paperwork.
The learning experience for most employees takes second-place, and even then, there is confusion on how to start. If you are reading this, we’re on the same page. You know that it’s time to bring engagement back to learning/training – and for good reason. Did you know that 86% of new hires decide how long they will stay with a company in the first six months?
Best-in-class organisations who have invested in strategic learning technology see better first year retention, first year performance milestones, and hiring manager satisfaction.
It’s clear – improving employee learning experience is not just critical for retention, but can yield real improvements to business metrics.
So how can you start transforming your learning processes?
Try Parenthexis Business today to find out.