Four learning strategies to address the modern skills crisis
Business leaders often warn that Australia and New Zealand are facing a skills crisis, which has far reaching consequences for company productivity and the wider economy. RMIT Online claims Australia needs 156,000 new technology workers by 2025 to avoid missing out on $10 billion worth of growth in the technology, media and communications industries alone.
And it's not just business leaders who recognise the problem.
Gartner found that just over half of employees believe they need upskilling because digitalisation has changed expectations, while 40% say they need to work faster.
Organisations are more likely to successfully address critical skills gaps if they develop a culture of continuous learning, where training is engaging, relevant and meets the learner's needs.
Here are four modern learning strategies that can help embed a culture of continuous learning in your organisation.
1. Learning in context
Like a scientific experiment, training should satisfy curiosity and deliver value in the real world. But if it isn’t delivered strategically, it could be months before someone can put what they’ve learned into practice.
To achieve the best outcomes, eLearning materials should reflect the requirements of their role, so they can apply their knowledge repeatedly and become experts.
With so much free online content, it is up to L&D teams to cut through the noise and provide good quality and regularly updated content that aligns with learners’ and the business' goals.
At Access, we also work with respected training providers and professional bodies, such as UK Finance and Financial Services Training Partners (FSTP), to deliver industry-relevant and role-specific content that promotes continuous learning and compliance.
2. Microlearning
While many people enjoy the immersive experience of a day-long (or longer) training session, time pressures mean they are not always able to get out of the office to attend one. On top of that, this learning method doesn’t suit everyone, and some learners are more receptive to bite-sized snippets they can absorb at a time to suit them.
Providing succinct online learning modules and videos with up-to-date and relevant content enables staff to absorb key information at their pace and convenience, during or around their working day at their computer or via the app.
3. Gamification
Gamification has become embedded in our everyday lives, with the likes of sports app Strava awarding trophies for sporting accomplishments, Duolingo setting language learning challenges and GPS app Waze giving points to drivers who report a problem. We know there is no tangible prize on offer, of course, but that doesn't stop us from chasing the points, completing the challenges and trying to outdo other users.
It’s no surprise then that gamification has been successfully applied to eLearning too.
Access Gamebrain is designed to make content more memorable. Learners, motivated by a little friendly competition, set clear goals and receive immediate rewards and recognition as they progress. Once again, information is delivered in short bursts to make the process more appealing.
4. Learner centric
One reason why a company may be reluctant to invest in training is because they have seen poor returns on their investment in the past. In-person courses are usually expensive and require time away from the workplace, not to mention accommodation, transport and other expenses. Led by the learners themselves and supported by data from your LMS, L&D can develop bespoke and effective training plans that might include a mix of in-person and online training, longer modules and bite-sized snippets.
The Access Group provides various digital learning solutions to suit your business - including a dedicated LMS, over 1000 specialised eLearning courses, career development learning systems and gamified learning solutions.
