The Impact of Corona Virus on Training System

However, organizations can neither halt nor pause critical workplace training, even as they move toward working remotely. To continue to deliver effective training, leaders need to adopt new training strategies and establish or configure virtual training solutions. Moreover, if there’s one lesson we need to learn from the present situation, it is the necessity of future-proofing training. Shifting from face to face to virtual training is just the first step toward that. On a positive note, we can take this opportunity to implement a few much-needed innovations in the workplace training. There are some tips for the leaders to help lessen the impact of Covid-19 on training, future-proof workplace learning and development, and foster a new and improved learning culture in their organizations.

Shifting from Classroom to Virtual Training

It is the time of shifting from face to face classroom programs to virtual training as quickly as possible. For most of these virtual programs, ensuring the same level of engagement and efficacy seen in the classroom is critical, to meet learners’ expectations.

• Set performance-based learning objectives to ensure learning helps achieve desired business results
• Evaluate ILT content to ensure it addresses set objectives
• Fill gaps in existing ILT content to make it complete and cohesive
• Offer post-training support – refreshers and performance support assets

Creating a Repository of Digital Learning Assets

Workplace learning is going to be more social, collaborative, and multi-dimensional. With technology enabling on-demand learning and sharing, everyone in the organization is going to look for formats that facilitate learning and sharing. We can create a repository with a range of assets – micro videos, interactive eBooks and PDFs, audio podcasts, blog posts, and so much more.

• Printed manuals or process maps used in the classroom sessions can be turned into interactive eBooks and PDFs.
• Case studies can be converted into scenario-based nuggets.
• The Q&A at the end of the classroom session can be turned into micro FAQ modules.
• Conventional reference guides can be digitized into ‘how-to’ micro video demos.
• Printed job-aids can be converted to info graphics with quick takeaways.
• Recordings of classroom sessions can be broken down into micro videos (on one learning objective each) for post-training reference.

There are multiple reasons micro learning makes sense for creating a digital repository. It offers bite-size nuggets, each focused on a specific learning objective. Assets are easy to create, update, and share. Moreover, in these challenging times, micro learning assets can ease learning in the flow of work, without taking a lot of time. In fact, it is ideal for remote workers to access learning on their mobile devices.

These assets can be used to either support formal training or provide complementary learning that is decentralized, created quickly, and updated according to topical or business needs.

Reconfigure Post-Training Support

We know that learning is a process, not just a one-off event. And to overcome the ‘forgetting curve’, learning has to be:

• Spaced over time
• Repeated at regular intervals

This means, for learning to be effective, post-training solutions are as important as the initial training. This can be implemented during the virtual learning journey through pre-reading, online discussion forums, and post-learning reflection activities. Another effective approach is to embed learning in the workflow by providing digital assets for performance support at the point of need.