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Why continuous eLearning training is the key factor for application of the acquired knowledge

April 27, 2020 news banner 30

Training for employees has become mandatory in the majority of the organizations so that the workforce can keep themselves updated with the evolving technology or to make employees align with the organization’s changing business objectives. Usually, high-performing organizations include training through eLearning sessions too, as they view learning and development as a tool to enhance employee’s performance; boost productivity, and drive value for the business. However, some questions such as, how much knowledge the employees have gained through traditional training sessions; how much does the eLearning influence the behaviour and performance of the workforce; or how many employees are able to apply what they have been taught during training session, all remain unanswered. 

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Making learning a continuous process

Studies indicate that employees who undergo training implement only one third of the information they have been taught into various aspects of their work life. Most employees believe it is difficult to retain and recollect what they have learnt in the training session quickly as when they are required for application in the real life work scenarios. This is the reality which many organizations are unaware of, or refuse to acknowledge. Knowledge retention and application on the job are not as easy as one thinks them to be. To encourage employees to apply the learned knowledge from the eLearning training session, employees need to go through the training material again and again. But is it possible with an employee's hectic life?



How does the VKCL eLearning solution drive employees to apply what they learn?

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Many organizations approached VK Creative Learning (VKCL) with the issue of traditional training shortcomings – application on job what one has been taught during training session. VKCL did a thorough research and found that research indicates that it takes a month or two months for an individual to form a habit to apply what he has learnt. Thus it concluded eLearning training cannot be a one-time event. eLearning learning should be a continuous process. For the same, VKCL incorporated two mechanisms in its corporate eLearning solution, namely Nudge theory and repetitive blended eLearning program.



How VKCL eLearning solution focused on Nudge theory and repetitive blended eLearning program to change employee behaviour and habit formation?

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VK Creative Learning with its vast experience of more than 10 years in the eLearning industry and accoutred with the experts from various walks of life developed an eLearning solution. The unique, masterpiece solution emphasized on implementing continuous blended learning programs that entailed learning through eLearning platform; discussions through social media; intranet, and mentoring. Along with these techniques, it incorporated Nudge theory which focussed on positive reinforcement of learning behaviour through micro-learning modules, and indirect suggestions in form of hints and suggestions. On one hand, the eLearning solution’s blended learning program ensures that the learners are equipped with new skills and they are assigned some task which they can discuss with their colleagues directly, or through intranet, or social media. On the other hand, Nudge theory is utilized wherein learners are trained through micro-modules videos; attractive work related visuals; emails; virtual notice boards, etc. The eLearning videos contain real life scenarios and contexts with which learners can associate with. Further, 24/7 support with incorporation of learner’s feedback to the content enhances value of the content.

April 27, 2020