2023 has been an eventful year for Learning Everest, one that took us around the world and was full of many firsts. After spending our first few foundational years laying down the groundwork for our products and services, we put our business on the international stage to see how we are faring.
From better employee retention to improved employee performance and even developing future leaders, building employee engagement is a critical element of any organization’s training needs for the future of the organization.
If you are thinking about adding scenario-based learning to your customer service training sessions but need help with how to do this, this blog is for you. In this blog, we will take over a simple model to guide your planning of a scenario for your training course. But what is this scenario-based training? And how can you use this for customer service training programs? Let us discuss this first!
Often, employers tend to believe that they know what the employees need to know, but there can be gaps in their knowledge. A training needs assessment helps validate the training requirement. Training needs analysis (TNA) identifies the need for training. Training needs analysis (TNA) gives a structure to the program conducted through a series of analyses. The analysis helps to complete the training program structurally. By conducting a training needs analysis (TNA), you can have the following advantages:
Developing new employee training is a significant task, but it is often doomed to fail. It is essential to find out if training will help and, if so, what kind of training is needed. Effective training programs consider questions like, who needs training? Who will do the training? What form will the training take? How will knowledge be transferred to the job? How will the training be evaluated? Training needs analysis includes employee and organizational performance issues to determine if training can help. It involves monitoring current performance using observation, interviews, and questionnaires, anticipating future failures, and identifying the type and level of training required.
Have you ever watched a video on YouTube to learn how to do something? Although not everyone is familiar with it by name, we all have experience with vicarious learning. Learning new things by watching others do something. Let’s dive in!
Gamification in eLearning programs is fast emerging as an effective technique to engage learners. 71% of employees believe that gamification leads to an increase in energy levels, and 66% of employees say that gamification at work reduces their stress levels (eLearning Industry, 2020). It has found its place for meeting specified learning outcomes. In this article, we will share six examples of how you can create immersive learning and development experiences using gamification for varied training needs like induction and onboarding, professional skills enhancement training, compliance training, soft skills enhancement training, and behavioral change programs. But, first and foremost, why do we need gamification in eLearning programs?
Learning outcomes are described the training objectives of a training course. Developing learning objectives is essential in training and ultimately contributes to organizational success. Clear learning objectives are the best method to communicate to employees the substantial benefits of your training and get them on board wholeheartedly. This article will discuss how to write training objectives for safety training.
Hazards are pervasive in every organization. Hence it is essential for organizations to make provisions for safety training programs for their employees and to update the safety norms regularly. A workplace safety training program is as vital as workplace safety itself.
Learning Everest has bagged 2 victories at the LearnX Awards 2023, winning a Diamond and a Gold Award for our eLearning products and services. As first-time applicants, this is a proud moment for us and a great honor.
