Corporate Learning Styles

 ImageCorporate’s, big or small are scurrying to induct and retain an employee who will reap profit for their investment in business. In the prevailing economy, where the market is flooded with well-educated versatile workforce, it becomes equally imperative for the corporates to retain their groomed employee pool. Many companies today believe that the key to gaining and maintaining a competitive advantage in the market is by educating or training their staff. One of the ways this is being catered to is by providing corporate e-learning environments. For example, IBM has always been the forerunner in this realm; their e-learning platform has helped several IBM’ers to enhance their original skill level and thereby keeping in pace with the current market requirements.

“The ability of organizations to continuously acquire new knowledge, and rapidly translate knowledge into action is the premier business competitive advantage” (John Welch). It’s the development of the intellectual capital that has become the key to competitive advantage in the market. In a time of “Just-In-time” production, it’s only the ‘just-in-time training’ such that it produces result driven employees is the key element to organizational success.

As compared to earlier times, employees now need to discern and process more information in lesser time and learn more from it than ever before. In a production environment, new knowledge rapidly grows as we continue to learn from our mistakes thus causing the previous knowledge to be out dated and replaced. New challenges that are imposed on businesses enforce the decision making bodies in enterprises to constantly train their workforce. Some of the challenges are lack of skilled workers, employee attrition rate and retention. Managers have now realised that companies that provide on-going learning programs are able to retain a better qualified workforce. The most commonly used methods to train employees are

  • Team meetings, presentations and discussions
  • Business games, case studies, on job training, interactive videos, team training
  • Action learning, e-learning etc.

However, one of the objectives of this discussion is to understand the efficacies of these aforementioned methods in the current information age when knowledge workers are using less formidable methods of interaction like smart-phones, tablets et al.

E-learning is the broader solution to this. There is an increasing acceptance of it amongst individual and organizations. E-training, is the training of employees in corporations and SME’s. The key drivers to e-learning include the ability to expand participation geographically, reduce costs, save time, and to facilitate the recognition of existing skill and talent in business. “For young people who live and prosper in the digital environment, technology is a natural part of learning, problem solving, networking and support for training”.[2]

However, it should be noted that e-learning requires as much time and dedication as a traditional brick and mortar classroom. In an e-learning environment, motivation and dedication are of paramount importance absence of which it will not be successful. An interesting research question for my next post will be to find and determine if the corporates are using any learning style inventories to enhance the productivity of its workforce or not and why?

References

  1. Education Firm in-house training, http://www.poslovnaznanja.com/srp/tdoc/?conid=5
  2. Keith Bachman, “Corporate E-Learning: Exploring A New Frontier” http://www.astd.org/NR/rdonlyres/E2CF5659-B67B-4D96-9D85-BFAC308D0E28/0/hambrecht.pdf
  3. Jokic, S. ; Pardanjac, M. ; Bradonjic, D.: 2010, Business and e-learning. In: Intelligent Systems and Informatics (SISY), 2010 8th International Symposium on. Subotica, Serbia. pp 591-595.
  4. John Francis Welch quotes, http://refspace.com/quotes/Jack_Welch
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