Deloitte recently concluded a study where it was understood that maximum employees are likely to refer their organization to others if they feel that learning and growth opportunities are maximum. This is especially true for people under the age of 40. However, deploying corporate training has also become a challenge. The traditional model of classroom sessions is getting outmoded and in place mobile or based functions are proving to be more relevant. A telecom company innovated a new process by which they mapped the journey of a typical sales representative over the first nine months at the job. This design thinking method provided the company some pointers which must be inculcated in the employee on joining but also others which the person must know over the first one year. This includes people to meet, products to appreciate and systems to understand. Design learning can embed video sessions and gamification to deliver best learning and development results.

Source:  https://hbr.org/2016/07/using-design-thinking-to-embed-learning-in-our-jobs

Millennials have now become the majority in both the overall population as well as the workforce. Much has been made about the demands this generation makes especially with regards to HR policies, workplace flexibility and advancement opportunities. However, this generation also happens to be at the forefront of enormous turmoil in the industry, pas a joint result of societal changes and technological disruption. Automation will take away or transform several jobs especially those at the lower intellectual levels. Management training via online learning methods is one way for millennials to stay ahead of the curve. Due to technological changes, redundancy at workplace is a constant threat and thus in order to remain relevant, skill upgrade and continuous learning are required. That is where online tools come in handy as trainees do not need to leave jobs but can continue learning while at it. Source: https://elearningindustry.com/online-learning-millennial-workforce

Certain innovative methods of corporate training have been explored at various organizations. Four of them have been earmarked to be particularly successful which others must considering giving a shot. The first of them is titled ‘lunch and learns’ where trainees who return after conferences or seminars must share their key learning during the lunch hour. As this is done during lunch, the tone is very informal. Then there is ‘shadowing and cross-training’ which involves an employee of some department imparting training on his / her work to some representative from another wing. In this way there is mutual appreciation of the other’s work. A third such type is ‘public content’ where public meetings are held where innovative ideas are presented. This could be through book clubs, Ted Talks or relevant articles’ discussions. The final module is ‘mental health talks’. This is the sort of meet-up where some expert speaker will discuss about the group regarding the importance of sound mental health in an organization. The speaker will elaborate about ways in which the company can help individual employees to deal with such issues and how there must be no stigma attached to the same. Confidentiality will have to be assured.

Source: http://www.forbes.com/sites/forbeshumanresourcescouncil/2016/07/28/four-training-and-development-initiatives-to-explore-at-your-company/#76ad040852c7

It has been recognized through repeated studies that collaboration drives organization growth. Yet sometimes, this feeling of collaboration may not originate from inside but from external sources. A client for example can be a great source for such inspiration. This is especially true for legal firms which handle en number of clients at a single stage. These multiple clients bring a sense of diversity. Some global organizations have teams across the world and thus have diversity in workplace enshrined in their corporate strategy document. This gives the law firm a large sample of subjects to analyze.

Source: https://bol.bna.com/the-value-of-client-driven-collaboration-perspective/

As per market research conducted by Markets-and-Markets, the Learning Management Systems (LMS) market is set to expand from the present value of just above five billion US dollars to three times that figure in five years’ time. While this growth will be universal across academics and corporates, LMS creators need to understand that these two segments have different requirements. While academics will require a step-by-step broader understanding, organizations will require specific modules to conduct corporate training. Academics LMS will enable granting of grades, while corporate ones will offer certifications. For the latter to work well, the developers must make sure that they can support multiple formats across videos, power point presentations, documents, PDF or excel files. Also they must be compatible with other systems. A Single Sign-On is recommended.

Source: http://www.einnews.com/pr_news/339971829/corporate-learning-management-system-lms-market-continues-explosive-growth

Virtual corporate training sessions have gained in popularity in recent years and thus a study was commissioned to gauge its positive impacts over traditional classroom based coaching. This study made some interesting discoveries such as eighty six percent of the participants claiming that their engagement levels were equally good or higher during virtual sessions. Everyone polled answered that they were highly satisfied. In a test to evaluate their learning, average respondents scored a ninety percent, which is marginally higher than for those who undertook classroom coaching. In order to conduct the best of such virtual sessions, some suggestions have been put forward. The learning modalities must be adjusted as per requirements. A mistake that some training planners make is to reduce interaction and practice just to save time. This must be avoided by all means. Virtual tools can greatly increase engagement levels. Sessions must be well spaced so that participants get the time to absorb content and relax while engaging in other work as well. Source: https://trainingmag.com/virtual-vs-classroom-training

Source: http://www.hrdive.com/news/how-learning-leaders-can-solidify-the-connection-between-engagement-and-lea/423640/