Developing the right learning programs and getting them to the right employees at the right time is a challenge almost every employer struggles with in building their learning and development strategy. Part of enabling your staff to accomplish business goals means providing them with the tools and resources they need to do their best. To help with that challenge, here are a few best practices to help you flesh out the best training programs just in time.
An exciting strategy in providing your team with the right learning programs is Just-In-Time training. Just-In-Time training is a collection of on-the-spot resources employees can access to help them tackle tough tasks in the moment. The value of this kind of training is obvious and can save companies substantial amounts of both time and money. But the challenge is in creating the programs that are most effective and provide the right information to the right employees.
#1 Create A Searchable Archive
Just-in-time training should be easily accessible and consumed online. Employees don’t have time to hunt for the information they need right then and there. The best solution to this challenge is to build an archive of training and lessons that are quick and easy to digest. Your microlearning archive should be neatly organized, searchable, and broken up into easy-to-consume formats, full of snackable training such as videos or infographics. Team members should be encouraged to explore the archive to understand what resources are available to them in case a need arises in the future. And in the moment, the search for an answer should not detract from the learning experience.
#2 Understand the Learner’s Perspective
Imagine in what situation your employees would need access to certain lessons and use that journey to build out your program. Just-in-time training provides employees with critical resources at a moment’s notice and the opportunity to brush up on their skills at times most convenient to them. This takes planning, organization, and research on the part of the learning and development team. Start by digging into the data on what information is currently available, what the learning objectives are, and where there are finite performance and skill gaps. This will help you set the stage for a more effective micro-learning program.
#3 Align Training with Business Outcomes
Training must make sense for the learner and for the business investing in the lesson. This requires learning and development teams to align resources to business objectives. It’s not enough to provide information as it’s available. Keep training to the point and relevant to the needs of the team. For example, if employees need to quickly learn how to ring up a purchase, the training should only cover the steps involved and the essential skills that will help them accomplish that goal. There’s no need to distract them with too much information. Focus on the training that will help them accomplish a vital task, then as needed, you can provide access to less essential skills as time permits.
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