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How to keep up with technology trends and new implementations in corporate training

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We have entered the era of lifelong learning. However, the idea itself is not new: the term first appeared in 1968 in a report at a UNESCO conference. Now this concept defines the ways of education development in most European countries.

LLL is lifelong learning, including adult and continuing professional education. A person, who wants to be in demand on the labor market, can no longer limit himself to obtaining a diploma. Continuous professional development is a prerequisite for professional growth. Employers also begin to understand the value of lifelong learning.

To remain competitive, companies must train their employees continuously. Unfortunately, this will likely lead to reforming the entire corporate training system. New technologies are emerging that are changing the way we look at the organization of continuing professional education. It also applies to the best teen patti site. It is what is worth paying attention to today.

Staying up to date with technology

Every day the world is changing, and along with it, we are changing. And not to miss this thread, it is necessary to understand the essence of the process correctly and adequately and respond to it promptly. You can avoid becoming obsolete as a person. Several actions will help you to keep your nose in the wind and stay afloat.


  • Greedily master new technologies.
  • Meet new people.
  • Live with your mind.
  • Don’t look back on the past.
  • Keep your knowledge up to date.
  • Learn foreign languages.
  • Learn new skills.


Mobile training and chatbots

Shortly, chatbots and artificial intelligence will replace business trainers. Jane Bozarth, Director of Educational Research at The eLearning Guild, and many other international experts in the field of corporate training are of this opinion.

Jane Bozart, in her article “Nuts and Bolts: The Dangers of Oversimplification,” states that chatbots are becoming more and more human. They combine emotion recognition and predictive analytics capabilities. And if enough resources are invested in developing a practical scenario, you can have a technology that will change the future of education.

Chatbots allow you to combine the benefits of an individual training format with the mass nature of the training. The employee is involved in the process as much as possible.

Dialogue with a chatbot forces a constant reaction: to answer questions, perform tasks, and not just absorb the content. In addition, studies show that training with a chatbot is 2-3 times faster than traditional online courses.

Virtual and Augmented Reality (VR and AR)

VR is no longer just expensive entertainment. There are many courses on the market today that use VR technology. It can teach customer communication, industrial safety, and other professional skills.

An employee puts on glasses and gets into a simulation. He is fully immersed in the work situation: in the office, machine, and operating room.

Executing tasks in the simulator allows you to practice the necessary skills in conditions as close to the real. And the company’s management does not need to worry about the drop in quality of work due to the ineptitude of newcomers.

The main advantage of augmented reality for the educational process is that it allows trainees to practice on the equipment without the expense of buying or renting it. It also eliminates interruptions in training during the absence or malfunction of equipment.

Technology Products for Onboarding

Onboarding involves learning in the flow of work. Apps that give “tips” to employees are becoming more popular, making them especially useful for newcomers. A newly arrived employee does not know much, and an interactive knowledge base makes the adaptation process much more manageable. When any question arises, a newcomer opens the necessary section in an application or a corporate instant messenger and receives the information required.

There is a similar app in IT. Newcomers are offered short videos, text prompts, graphical diagrams, and game quests. 

Platforms for p2p-learning

According to Karen May, the vice president of personnel development at Google, when the corporation’s employees do not know something, they ask each other. This approach formed the basis of p2p-learning. Unsurprisingly, this technology company was one of the first to create a corresponding online platform.

The principle of the program Googler 2 Googler – is the opportunity to ask your colleagues questions, the answers to which help in the work. It employs more than seven thousand volunteers, who conduct group and individual courses, creates educational materials, and become mentors. The principle of g2g is used for 80% of pieces of training at Google in different areas, including sales techniques and leadership development. Most of these courses are micro formatted and referred to as “whisper courses.”

Through the Googler 2 Googler program, employees from different Google offices train each month for each other, answering thousands of questions in an intranet forum. Implementing such a forum saves time and resources for business coaches. Plus, it creates a positive corporate climate, allowing employees to feel mutually supported as more experienced professionals answer questions from newcomers and thereby educate them.

Diverse content and cases as performance indicators

In 2022, there are new requirements for course methodology as well. The standard “talking head” format is unlikely to work. A course should not be limited to lectures. We need diverse and engaging content that necessarily includes assignments. So students can immediately apply the knowledge they receive in practice.

No less important are the cases of using the course. Again, specific, measurable indicators and their planned change after the training make the most informed choice. It is also worth asking the authors of the course what the average percentage of users who take the path to the end is. It will show its practical usefulness for corporate purposes.

Built-in controls

Online learning is indirect, so it requires thoughtful feedback. Control and review elements should be built into the course architecture. Tests are good for instant feedback. Assignments with mutual verification by trainees make the process interactive.

But the central part of tasks should be skill-oriented. It is easy to recognize them: they check not just knowledge of the material but also understanding and ability to use it in practice. In general, the need to perform the tasks disciplines the students themselves: they analyze the educational content more carefully.

Analytics for each employee

It is useful when access to analytics is given to a teacher or curator of an online course and to the direct customer. In this way, the manager will get an idea of the personal progress of each learning employee and understand which topics have caused him difficulties. A good practice is to conduct an assessment or knowledge control before and after the training.

Micro course formats

Since this is the era of continuing education, continuing education is necessary. It inevitably changes the entire corporate training system. Long periodic courses and pieces of training are being replaced by daily microlearning. Developmental interaction between employees (p2p) and learning in the flow of work fit perfectly into this concept.

Professionals are no longer limited to textbooks, classrooms, and limited lecture hours. Modern technology makes it possible to learn in the most comfortable format and get maximum results simultaneously.

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