Some fads come and go, even in employee development. But there are also trends, dictated by generational changes or new technology, which appear to have staying power. Here’s a look at what some innovative organizations are now including in their employee development plans.
Mobile and social learning
Although they aren’t new concepts, a recent study found that only 10 percent of companies are leveraging mobile learning solutions in their employee development. As the Millennial generation occupies more and more positions in the workforce, this number needs to change. These young workers grew up with technology and expect it to play a role in every part of their lives, including their work training.
Social learning can also make an impact because these same workers grew up connected to each other technologically. They prefer experiences where they can interact, even if it’s through a discussion board from the other side of the world.
Today’s employees are far from naïve. Many realize that in order for their careers to grow, they will need some international experience. Language learning provides the groundwork for that experience.
According to our new report “Driving Global Readiness: A Road Map” (in partnership with HR.com), 69 percent of Millennials felt that language learning was critical to their career development. 80 percent of those felt more positive toward their company for providing that training. That equals retention.
Reverse classroom learning
Instead of expensive formal training time being wasted with background information, employees receive that background information online (via video or some other medium), then come to the training room ready to practice those new skills collaboratively.
People only retain 50 percent of what they passively learn. That number jumps to 70 percent if they have to discuss it, and to 90 percent if they have to teach someone else. Leverage that insight!
Performance-based and competency-based learning
Employee development is now being linked to the performance of the employee, with the success being measuring in productivity rather than knowledge. It’s no longer good enough to have simply taken a class or participated in an initiative. How you performed after receiving that training is the benchmark being written more and more into development plans.
Want more information about making your developmental plans global-ready? We and HR.com have just released a new white paper, “Driving Global Readiness: A Road Map”, full of new information about the importance of language learning in employee retention and training, as well as results from a recent survey about how employers and employees view the importance of making their workforce global-ready. It also comes with partner materials such as a global readiness talent map, development plan template, and talent survey.