Learning Needs

Web-based training modules are delivered to learners over the internet. Also known as distance learning and internet-based training, it is a popular form of e-learning used in industries today.

On-the-job training is helpful because it provides hands-on experience for employees. The type of on-the-job training you receive depends on the company you're working for and your industry. Here are some On the job Training Examples.

e-Learning has rapidly become one of the mainstays of corporate training in the past 2 years, following the COVID-19 pandemic. This article will walk you through some e-learning secrets that will take your training modules up a notch.

Virtual learning journeys are carefully curated digital learning experiences (LX) that pan out over a few sessions. Depending on the course objectives and load, these journeys could be spaced out across a few days or several weeks.

The first months of a new employee's journey are critical. Induction training helps the employees in onboarding to an organization. It helps them become an expert at their job and understand their role tasks, what good performance looks like, and what poor expectations look like. Ensure they knowhow are these areas measured. All new employees need to undergo a proper and comprehensive induction before starting work. What are the best ways to construct an effective new employee induction? Continue reading to find out!

Digital learning journeys are essential in achieving the learning objectives and training outcomes for the workforce. Many organizations prefer moving their classroom training sessions to online virtual learning journeys for greater accessibility. Instructors are now using virtual tools to conduct the sessions.

The microlearning design model aims to provide learning in small, focused chunks. It is rooted in psychological principles that reduce the cognitive load on the learner’s mind to maximize retention.

Bloom’s Taxonomy is a popular framework used to formulate learning objectives in the learning and development and education sectors. First introduced in 1956 by Benjamin Bloom, with a revision in 2001, the model has been in use for almost 8 decades. The taxonomy comes from 16 years of extensive research by Bloom and his colleagues in the field of education and has stood the test of time. Let us look at how to put Bloom’s taxonomy into practice to write compelling and purposeful objectives for corporate learning.

Identifying training needs can be an overwhelming task without the proper methods at one's disposal. Having a basic training needs identification strategy can, thus, come in handy for organizations in the long run. Since training and development are integral parts of a company's overall functioning, they occur in some capacity throughout an enterprise's lifecycle. A structured process called training needs analysis (TNA) is usually carried out whenever a new goal or discrepancy arises. The following sections will explore how to assess training needs by highlighting the methods used.