Training Develops Skills That Can Be Measured

Training develops skills that can be measured.

Guest writer Natalia Dmitrenko continues to build from the foundation of last week’s blog post, “Loyal Staff” with her exploration of the skills that training develops. Each of these skills can be measured.

Any corporate training initiatives have a similar purpose: evaluation of the difference in the performance of staff before and after the training took place. That way the company gets a much better picture of all the benefits or potential drawbacks which come with any L&D training.

But if you’d look at the other side of the coin, you’d see that developing effective training mechanisms that would provide up-to-date data about the gaps in knowledge and skills within the departments can be time consuming and rather costly.

Good news is that collaboration with e-learning platforms doesn’t mean companies have to invest tons of funds in training since there are already-made training solutions available. Luckily there are some tools that provide good assistance for these kinds of compliance training. One is Grinfer for Business that offers a training platform that takes the stress out of learning. Participants can log in from anywhere and on-the-go because it’s incredibly mobile. Person can watch one course or even a lesson per day and he/she is done. It’s almost like checking your Instagram, but more informative and career related.

Grinfer for Business is not only about the value-adding L&D activities but is also about performance metrics which can be now implemented easier, thanks to online technologies. This e-learning solution effectively builds a continuous cycle of learning with easy access on-demand not just to career related courses but also to a wide library of content for “your body and soul”. Or, in other words, things that are fun to learn in your spare time.

Business teams get instant access to free live webinars and masterclasses on any topic from top instructors, 1,200+ online courses, workshops, access to authors’ blogs, personalized learning paths/curriculum, and much more. Here learning is not a part of the job, it is mixed with enjoyment of learning something new about the stuff that you love to do outside of your job.

An experience shows that whenever a company builds a continuous cycle of learning, this will not only contribute to a corporate culture across the SME. It also adds a competitive edge that encourages staff in a good way to become more productive and efficient. However, everything really depends on the type of company’s training initiative.

For example, a good showcase of such team training would be collaboration in 2021 with a middle-sized IT company called Severex. Initially, this company’s goal was to find a highly efficient e-learning solution that would work well for upskilling company’s work teams with on-demand skills upgrades, rapid upskilling, and reskilling.

Since Grinfer for Business also engages teams by continuously measuring students’ progress/learning outcomes, after about 3 months of training, Grinfer has collected feedback from the Severex learning teams about their personal learning experiences, insights, achievements, success stories, and any drawbacks that they’ve faced along the way. The survey responses indicated that learning paths correlated with employee engagement which boosted productivity and the effectiveness of teams.

At the same time, this training initiative has built a stronger team spirit and contributed to maintaining a healthy corporate culture across the business. Severex employees, who took part in team learning, have admitted that the learning experience positively influenced their overall job satisfaction. And that most of them felt like the company does a good job in taking care of their needs.

Many respondents admitted that most upgrades they received on hard and soft skills were useful and helped them find new creative outlets for scaling and accomplishing set goals more effectively. By the end of the training cycle, the overall productivity of Severex staff had ticked up to about 15%. At the same time, interaction with the Grinfer for Business platform has ramped up showing the increase of 30%.

In addition, Severex’s HRs were provided with enough data (accumulated from the Grinfer’s custom reports and learners’ engagement rates) for finding better ways to develop long-term learning paths that wouldn’t demand costly investments. And, at the same time, would increase the absorption rate, break the daily routine, and boost employees’ loyalty.

Taking into account that retention rates and employees’ loyalty to a place of hire are the two pressing issues (since the cost of employee turnovers can be high), this puts L&D training programs in a high priority list of organizational charts. And if a company’s staff is filled with people who are always up for learning – always is a good sign.

Coping with today’s already accepted “new normals”, companies start to realize that using e-learning platforms for corporate training provide many undoubtful benefits due to its incredible flexibility, mobility, and accessibility. Some companies go for external e-learning resources like LMS or eLearning marketplaces that are available now for both, individual and group training sessions.

Some prefer to stick to blended learning, which could be the best choice too since it’s also highly effective and also less costly. And saving money is what most companies want in the current realities caused by the global pandemic.

Corporate training delivered via e-learning platforms may still raise some contradictions. The main concern is that you can motivate employees with proper training and you can kill your employees’ motivation with improper ways of training. However, with the rapidly growing popularity of the eLearning industry, investing time, money, and efforts into adequate online educational resources is one of the smartest decisions that business teams can come up with today.

Find more info on how we can help at Grinfer website.

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