Training needs to be at the center of any digital transformation project for a business. The importance of training is shown by the inclusion of the subject as one of Altimeter’s six stages necessary for digital transformation of any business.
Training is captured in the industry analyst’s report “The Race Against Digital Darwinism: Six Stages of Digital Transformation.” The group calls out that training required to upskill the work force; to teach the workforce about new investments in technology, business models, and processes; and to equip employees about the ever-changing digital economy.
Key advantages of digital learning
There are several key advantages for making training digital. These include having access at any time, from any device, to the training material. This also permits training to be broken down into smaller, manageable sessions. In addition, digital training can be tailored to personal needs. Digital training is also relatively easy to update, particularly using editable cloud-based tools.
The digital transformation of training in firms takes different forms, from delivering e-learning content to more actively engage participants; to the use of videos; and the application of leaning analytics to seek measurable improvements in the way future training is delivered. A selection of these innovations are examined below.
Online learning
Online learning allows participants to engage in learning at their own pace and such training can be undertaken remotely, with learning effectiveness assessed through questionnaires (either free-form or multiple choice). Online learning can also be used to develop business leaders, according to Robin Borough of Omnikron Systems, Inc. A buzz phrase for this new method of leadership development is the “Leadership Learning Lifecycle”, where online learning is used to support leaders, allowing them to analyze their strengths, areas of improvement and knowledge gaps; plus providing the same tools for those they lead.
Interactive video
Interactive video can use branching scenarios to run different clips and change the storyline according to choices made by the learner. Developments in virtual reality also allow for interactive video to provide a richer and more immersive experience for the trainee. Some types of interactive video content include:
Role play: Here the trainee can watch a scenario and take actions, which affect how the scenario unfolds.
Learning a process: A trainee could, for example, watch how to assemble a piece of complex machinery and click on the action at various points to run inset videos providing more detailed information.
An assessed simulation: Here the trainee can click on the deliberate mistakes when they appear in a video and gain or lose points depending on the appropriateness of the answer.
In addition to video, platforms can offer simulations, games, animations and quizzes, each designed to reinforce learning of a range of subjects.
Many of these digital training tools outlined can be gathered into one place –a training hub. This can conduct, centralize all the foci of information in a single place, and provide a base of undertaking analysis.
Learning analytics
Learning analytics allows learner feedback to be shared; and can provide useful information for training managers in the form of completion rates, and the number of courses developed and delivered each quarter. This type of information can be used to connect with business goals and objectives.
