Nowadays, the traditional training method can’t suit the development of talent development.
How to use “Internet Thinking” to transform the training system?
1. The online questionnaire system
Learners always feel annoyed when filling in the cumbersome traditional surveys. This is the biggest problem that electronic questionnaires can solve. Though It has abundant expressive forms, learners can complete it by simple operations. Moreover, such a form is likely to arouse the interest in learners and give them a fresh feeling.
It is best to combine the QR code with the electronic questionnaire on the mobile phone. First, we should make a QR code connected to the electronic questionnaire. And then they can scan the QR code into the mobile browser to fill out the questionnaire. The results can be viewed in real-time in the background, which will save a lot of time and manpower for data analysis.
2. Establishing a communication platform by the WeChat group
Training is not only knowledge teaching and also promote communication between learners. WeChat is widely used, and it enables learners to communicate anytime, anywhere. In this way, operations specialists will remind learners of attendance, assignments, activities, etc., which is much more human and easier for them to accept.
3. The communication software
From the perspective of course quality, lecturers should give trial teaching for internal courses. If they are working in the field, we must find a way to add interactivity during the process. And the traditional telephone conference is also a method. But in fact, the development of Internet technology has provided us with more choices. For example, many online training platforms can carry out interaction teaching. Of course, the video conferencing is a better choice if hardware requirements permit.
4. Offering learners training packages of their choice
Many training managers faced such a problem. No matter what kind of training packages, there will be dissatisfaction. So, return the option to them. The learners choose training packages on their own and the company pays the bill. In this way, the learners are satisfied, the manager saves trouble, why not?
5. Using live video and recording software
Have you ever encountered a situation in which learners are unable to take part in training in the field? Does it cumbersome to change the video after training and then upload it? As long as you use the right tools, these could be readily solved. There are different types of broadcast systems that have the video function, PPT, and online Q & A. And the recorded classes are automatically divided into chapters. Is it very convenient?
6. The online training products
We have been advocating that it should manufacture knowledge products. As training managers, we must consider all aspects, such as the course syllabus, courseware, handouts, student handbook, course videos, seminars, cases sharing, etc, This series of knowledge products must publish online to spread effectively.
7. Outsourcing design work
For mature corporate universities, It’s indispensable to design their training programs like graphic design and video production. The design has become a promotion means that makes training programs more attractive. If your team can’t deal with complex designs, then try outsourcing. It is a lot cheaper than increasing a training organization. More importantly, the outsourcing services may be better than what you’ve expected.
8. Giving the job to the learners
“Crowdsourcing” is the most basic Internet thinking. It is to use a large group of people for their skills, ideas, and participation to generate content and maximize efficiency. So do the training organization. Some of the learners can take charge of staff attendance, inter-class activities, and homework. The autonomy model is the best training model when the election is democratic.
9. The “Little Black House” mode
There is a practice in the IT industry. When developing a new product, several engineers will work in a closed environment to drown out any outside noise. When developing courses, it can adopt the mode to gather lecturers.
10. Let trainees take courses of their choice
For traditional training, the managers specify the training content, which the learners accept it passively. As a result, the learning result is not satisfying. In practice, some companies give the learners choices to courses and lecturers. From the feedback of the trainees, the average satisfaction degree is higher than the former. Also, in the training program, there must be a Q&A session to involve the participants.
11. “Like” for outstanding learners
The evaluation of the learners has always been the focus and difficulty. In some enterprises, the evaluation group consists of four parts. They are the lecturer, the project manager (domain expert), the organizational development (cadre management), and the corporate university. There are each learner’s photos and information online. The group members can “like” the outstanding learners and comment on them. The entire process is visible only to evaluation members. Finally, the opinions can be gathered to draw an objective evaluation of the learners.
Post time: Sep-06-2019