Training and skills development - Human Trajectory Makers

Training and skills development

« Traitez un individu comme il est, il restera ce qu’il est. Traitez-le comme il doit et peut devenir, il deviendra ce qu’il doit et peut être »

Goethe

In general, training is a strictly time-bound moment: a few hours here, two days there, at the end of which the employee is expected to return to their routine while applying their learning. But how do you ensure that an opportunity for practice presents itself quickly? Who will verify the correct use of the new know-how and give feedback? Without such follow-up, the benefits of training quickly evaporate.

The solutions implemented are often out of step with the real needs and our customers ask us to help them to review their global approach to the training and skills development of their employees.

It is on a daily basis that employees and their managers become aware of possible shortcomings: an insufficiently mastered tool, a situation in which the automatic reflexes or skills that would allow them to be perfectly at ease are lacking … Unfortunately, it is rare that the training offered meets this immediate need: they do not have the leisure to spend hours looking for the appropriate program, let alone wait several weeks for their participation to be validated. This is unfortunate, because it is when they are faced with a concrete difficulty that they are most receptive to learning. Conversely, the case situations worked on in training will seem more abstract to them.

The training thus becomes a chore rather than a choice :

It is not unusual for employees to take unsolicited training. This could be recommended after an annual interview, is required for a promotion, or made necessary by a transition. But when training does not meet the desires of employees, they often derive little satisfaction or benefit. Indeed, cognitive science has shown that pleasure is an almost indispensable ingredient in learning.

These limits are not, however, fixed. Educational approaches have been greatly enriched by recent advances in cognitive science. In addition, the range of available tools has grown, integrating digital technologies, Big Data and artificial intelligence. We can now better link the training offer to the real needs of employees. Whether you are a business leader, head of a training department or a manager keen to help his team members develop, these developments deserve attention.

Today, innovative educational formats and content abound: video tutorials, podcasts, MOOCs, articles, online discussion spaces, classroom training, etc. We believe that it is important to be able to offer employees synchronous and asynchronous blended learning, face-to-face and remote (via immersive experiences, videos, documentation, multimedia resources, tests and evaluations, interactive exercises, ” gamification ”,“ badging ”, virtual classes…), and the implementation of very practical pedagogies. A varied palette allows everyone to choose the most possible based on their learning preferences and the time available.

Four areas of work make it possible to strengthen the impact of training programs :

– Make learning a constant concern

– Develop training in the workplace

– Offer individualized training

– Adapt to employee demand

We are convinced that it is necessary to rethink approaches, methods and tools and are ready and prepared to work alongside you on the deployment of solutions adapted to your specific needs.

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