With learning and development (L&D) being an integral part of organizations’ evolution, helping bring employees up to date with new technical and non-technical skills, the aftermath of the Covid-19 pandemic saw businesses approach staff’s L&D differently to accommodate distance learning and online training.
Virtual training
The overnight shift to remote work for most industries exposed the need for distance learning that didn’t require everyone to be in the same room as before, preventing often swelling budgets for staff traveling between offices, accommodation and meals.
Exposing the necessity for digital learning platforms, more organizations recognized the need to ramp up virtual collaboration tools and online training modules as even businesses once hesitant about e-learning realized its potential.
The rising popularity of virtual training has reflected shifting demands while breaking down geographical barriers and promoting accessibility to wider audiences. Leveraging these perks, virtual classrooms are not going away following the pandemic, with most businesses greatly benefiting from a flexible and efficient way to upskill and reskill employees.
One such company heavily leveraging its distance learning capabilities is Fudgelearn.com/">Fudgelearn, offering blended learning that combines live instructor-led classes, webinars, videos, demos and job aides.
Providing on-demand learning tailored to organizations’ needs, the UK provider facilitates over 250 courses, including technical Oracle training, Oracle EBS training, Oracle Guided Learning (OGL), Oracle Cloud, Master Data, Cloud Supply Chain and Analytics.
Fudgelearn’s top tips for delivering successful digital training that is motivating and engaging include:
- Small training groups – less than ten-12 attendees of virtual training so they get the chance to contribute or have one-to-one attention from the trainer to engage all participants
- Bite-sized sessions – Delivering the training in bite-sized chunks if necessary so training sessions are no longer than 2-3 hours and trainees can maintain optimal focus and take breaks
- Interactivity – Delegating time for introductions and ice-breakers makes it easier for everyone to speak up and contribute later, as well as building trust and rapport with the trainers. In addition, using polls and online surveys to provoke engagement and validate learning
- Including practice exercises – This can help reinforce knowledge after a demonstration and allow extra space for delegates to immerse into trial and error following the theory they’ve just learnt and shape some practical skills
- Follow-up sessions – The option of offering follow-up sessions a few weeks after the initial training can allow learners to digest skills better and discuss their experiences using the system.
“Fudgelearn are experts at implementing, designing and managing OGL. For Travis Perkins, we collaborated with their change team and subject matter experts to find the right balance of in-class training and OGL – which provides the perfect aid to their training and will be there long after the trainers have left,” a Travis Perkins spokesperson said as part of testimony, after the Fudgelearn team broke down the design into functional areas with content reviewed and signed off for accuracy.
With these approaches helping optimize the learning experience, retain user attention and cement new skills for the long run, online and distance learning is far from suffering declining interest. As it is always evolving and benefiting from staff developing fresh skills, the enterprise technology sector can stay ahead of the curve by continuing to invest in training and keeping its learners engaged.
