Government Elearning! Magazine

FALL 2015

Elearning! Magazine: Building Smarter Companies via Learning & Workplace Technologies.

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Page 16 of 52

Last Online Learning and the Employee Lifecycle TOOLS TO ACCELERATE TIME TO VALUE BY EMMA KING M uch like the life cycle of a butterfy — which, as we all learned in school, begins as a caterpil- lar — employees have a lifecycle of their own; they evolve in their careers both personally and professionally. Whether it's an employee's frst day, 10-year anniversary or the day before retirement, organizations need programs to help educate and support their employees. Online learning tools not only help support the evolving needs of workforces at any stage, but they also can accelerate the time needed for employees to begin contributing value to their employer. Afer a caterpillar forms its cocoon, it can take weeks or months to see the beautiful new butterfy emerge. Similarly, fnding, onboarding, training and engaging talent is a process that takes time. Every employ- er's needs difer, but many organizations fnd success utilizing online learning products for every stage of the employee lifecycle: ONLINE JOB FAIRS. Interacting with potential employees enables employers to introduce their brand and mission, and mine great talent from multiple locations. PRE-ONBOARDING. Employers gain an advantage and shorten the time to value by building online programs to educate new hires before they come into the ofce. For example, new hires can use online tools to get to know their new employer, get an overview of department responsibilities, and complete preliminary tasks before reporting on their frst day. A pre-onboarding program can allow access to a learning portal even before a new hire has received company credentials, as the employer has complete control of access to the content. ONBOARDING. Once new hires start, they will need to learn a lot, and quickly. Using an online learn- ing tool can help them to learn more about their department and specifc duties as well as cover Hu- man Resources issues such as compensation, benefts and company policies. Te fexibility of online learning portals allows each organization to design programs and access around its own use cases, making these tools highly efective. MOMENT-OF-NEED TRAINING. Troughout an employee's tenure, additional training and certifcation may be necessary to keep the employee qualifed and up to date on best practices for his or her specifc duties. From formal certifcation to ad hoc programs, learning portals let employers document prog- ress, supply tests and utilize engagement tools to test information retention. LEADERSHIP. As organizations grow, communication from leadership becomes important for under- standing strategy, sales reports, and quarterly or yearly updates. Programming through an online video learning portal allows employers to reach their entire workforce through a single destination that can be viewed live or on demand. HUMAN RESOURCES. When organizations update company policies such as vacation, health-care benefts or other important topics, learning portals make it easy for HR departments to record changes that can be viewed by everyone in the organization. In this format, employers can answer questions in real time and share documents, ensuring everyone will better understand policy changes. Online learning portals are an effective way to consolidate resources and save time when communicating important information to a large au- dience. Regardless of where staff may be in the employee lifecycle, online learning portals make the employer's job of communicating and educat- ing employees easier. Emma King is vice president of Learning Strategy for INXPO, which markets enterprise video communication solutions. More info: Edge Virtual 16 Fall 2015 Government Elearning! Emma King, vice president Learning Strategy INXPO

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