What is the best way to introduce staff to learning technologies?

Citation

Wood, D. (2013), "What is the best way to introduce staff to learning technologies?", Strategic HR Review, Vol. 12 No. 4. https://doi.org/10.1108/shr.2013.37212daa.006

What is the best way to introduce staff to learning technologies?

Article Type: Q&A From: Strategic HR Review, Volume 12, Issue 4

Leading industry experts answer your strategic questions

With Europe still trying to negotiate the fallout of the credit crunch, whilst other parts of the globe continue to grow, businesses across the EU are looking for ways to maintain their competitive advantage. The application of technology is one way in which firms are achieving this. Another is looking internally at the skills and capabilities of employees. Indeed, by combining technology and skills development, businesses could manage change and ensure growth in the years ahead.

A report published earlier this year by learndirect (2013), which drew on UK research by Towards Maturity, showed the progress firms are making by using technology to develop staff. It found there had been an increase in the amount spent on learning technology, with around a fifth of training budgets now devoted to it, rising to 30 percent or more amongst a quarter of firms.

The increased focus on using technology to improve workplace skills is understandable. The benefits include expanded reach, quality and cost efficiency. Businesses we work with tell us about the positive impact learning technologies can have on staff retention, morale and productivity.

Overcoming the barriers

However, there are often barriers to be overcome before firms can share in the effective introduction or use of technology to train workforces. One of the main barriers highlighted by Towards Maturity was the inability of employees to manage their own independent learning, mentioned by 63 percent of those interviewed. This was compounded by reticence among staff when using new technology or a complete lack of IT skills. Furthermore, 62 percent of companies said the lack of confidence in, and knowledge of, technology extended to the HR teams tasked with implementing learning and development strategies.

Our experience in working with a number of businesses over the years leads us to recommend the following steps that firms can take to overcome these barriers and ensure employees, and the company as a whole, make the most of their investment:

1. 1.

   First, it is important that organizations make a big splash when launching new learning and development programs, to ensure all staff know what is coming and how to get involved. This can be done through existing internal communications channels – whether that is intranet, e-mails, posters in communal areas or in team meetings – and preferably across a number of channels.

2. 2.

   Second, reinforcing the message by setting targets so everyone knows what is expected of individuals and what benefits, for instance, to their career and self-confidence, can be expected as a result.

3. 3.

   It is then vital to ensure staff know how to use the technology used in training. This may mean basic IT training should be provided first, delivered either in workshops or using technologies like WebEx or teleconferencing. This can be further supported by enabling employees to share experiences and problem solving by drawing on technology, such as social media, with which many are comfortable and familiar.

4. 4.

   Once training has begun, putting in place a formal review process to maintain the momentum of learning and to keep staff motivated is crucial. Providing reports to managers on their employees’ progress and ensuring they are both useful and used will keep staff engaged in their learning. This will allow them to gauge if there are issues and to put in place further support to enable employees to achieve their goals. Additionally, this will allow employees to manage their own learning and keep track of personal improvement.

5. 5.

   This regular reporting and feedback process will allow for the fifth and final recommendation, which is celebrating success. There is no more powerful motivator than seeing the success of colleagues or having your achievements publically acknowledged. This can be as simple as issuing certificates, announcements of success through internal communications channels or through a system of micro-rewards.

Those companies able to respond to rapid technological change are those most likely to succeed in a challenging business environment. By putting in place training programs that reflect changing circumstances, firms can ensure their employees have the right skills and knowledge to meet the requirements of the modern workplace.

Dereth WoodGroup director of Adult Skills, learndirect.

About the author

Dereth Wood is responsible for learndirect’s Adult Skills operations in England and Wales. She started her career as a secondary teacher in Kenya and then London before moving into adult skills and community economic development in the voluntary sector. She later became involved in planning and policy in the further education sector as head of education at the Training and Enterprise Council (TEC). Whilst working, Wood completed a post-graduate degree in public policy. She has retained her involvement in the voluntary sector as co-founder of a housing charity for recovering addicts and as a Trustee of a Community Trust. In 2012 she was appointed as a commissioner to the UK’s independent Commission on Adult Vocational Teaching and Learning. Dereth Wood can be contacted at: Dwood@learndirect.co.uk