Theme: Transitioning the Workforce into Digital Learning
Digital, or eLearning, is a common training practice for many organizations. According to eLogic Learning, in 2017 more than 75% of U.S. companies offered online training to improve their employees’ professional development. Organizations reap many benefits of training with technology, such as tracking against performance metrics, increasing productivity and realizing financial returns on investment.
eLearning carries several advantages for employees as well, including increased accessibility and flexibility, engaging delivery and interactivity helping with real-time challenges and personalizing course curriculums.
However, not everyone may embrace eLearning, such as more tenured or skilled employees
who may not frequently use technology, or employees who struggle with online interactivity. These employees have in-depth knowledge, vast experience and insights that provide distinct value. Ongoing eLearning will expand capabilities and skill sets and enhance their contributions to the organization.
When digital training is proposed to those not accustomed to technology, it can be stressful and encounter resistance. The apprehension is understandable when you consider that in a 2017 Work and Well-Being survey, American workers experiencing change reported chronic work stress, physical health symptoms and work-life conflict (APA Center for Organizational Excellence, 2017).
In this white paper, we’ll address strategies for advancing training goals and ways to transition workforce eLearning initiatives.