Written by Josh Cardoz, Principal Learning Strategist at SwissVBS. The original essay appears in Training Industry and can be accessed here.
So you know how to develop a mobile training reinforcement plan.
But do you know how to measure it?
You might think you’ve just created the perfect training reinforcement plan to back up your company’s latest safety training session – can you prove it? Do you have the data to support such a claim? The reality is, without reinforcement metrics, the answer to these questions is NO.
Measure these three things and you’ll have all the numbers you need:
- Learner engagement
In 2004, the Motorola Razr V3 was one of the most popular cell phone choices, according to PC World, and touchscreens were unheard of. According to TechCrunch, it's expected that a full 70 percent of the world's population will have smartphones by the year 2020, and the average smartphone owner already checks the phone up to 85 times a day. So what does this mean for your HR or L&D department? Because we have come to use smartphones on such a daily — and really, hourly — basis, they provide a prime opportunity to make use of mobile learning technology to help employees learn faster and retain more.
Organizations have always relied on online training courses to support change processes. While the focus - and budget - has usually been on the optimization of the learning moment, it is becoming evident that a holistic approach to the learning experience is needed to ensure learning that lasts and performance that improves.
How many phone numbers do you know by memory? Five? Six? If you count the phone numbers of relatives you memorized as a child, maybe as many as 10?
The story of stories, as old as humanity - children become adults and all of a sudden (but not entirely surprisingly) a new generation is in charge.
Yesterday, the Harvard Business Review published an interesting article on “How Learning and Development are Becoming More Agile” where a particular quote caught my eye:
The future of learning is three ‘justs’: just enough, just-in-time, and just-for-me.” It means that training is going to have to be just as agile as the workforce — where speed, flexibility, and innovation are key. It means that more learning will happen in teams, and on platforms where training can be delivered any time, any place, at the user’s convenience.
Topics: Mobile Learning
Talking to sales managers you immediately recognize that they have a very ambivalent attitude towards training, especially digital training. There are prejudices that training is boring, keeps sales staff away from selling, is difficult to implement, or just plain ineffective.
Yet, digitalization and mobile has provided us with great ways to effectively create and maintain sales force productivity at every step of the learning journey. The answer is to design a learning architecture along three key steps: Onboarding, Reinforcement, and Performance Support. So let’s explore this potential and how to tap into greater sales productivity.
We live in an age of lists. Social media, news cycles, blogs - everything is presented to us now in the "Top 10 ways to do X." By design, it's a great way to catch your attention and a highly consumable way to access information. So whenever I look at the "Top eLearning trends for 20XX" I often think: Is this real? or just click bait?
When reading those type of articles, I always think: What's the point?
If I'm leading an L&D unit within my organization, I'm not interested in this year's trend. Trends work for the tiny tweaks you make to your overall learning culture, but when you have to build a 5-year L&D strategy for your org and have to think about long term infrastructure investments (hardware, software, resources), being trendy doesn't make the cut, but being right - in terms of knowing where the ideas around L&D are moving - does.