Increasingly, employers of small, medium and large companies are seeking to counter the, unfortunately, growing phenomena of workforce retention, inadequate qualification of employees, and a lack of satisfaction and commitment from the workforce, on the part of staff towards their work. It is therefore not insignificant that we hear more about the importance of giving employees training time.
However, some argue that training is not always an accessible option due to the sometimes high cost. Indeed, this aspect can constitute an obstacle to its establishment within an organization. So, is there a solution to this issue? Fortunately, yes!
Video: An Unrivaled Solution
In the last few years, you’ve probably noticed, and even more, since remote working became widespread, that work environments are changing, especially from a technological point of view. With such organizational changes, employers need to ensure that their practices adapt accordingly. In particular, this means reviewing traditional ways of doing things to align organizational objectives with today’s reality.
That said, in addition to being better suited to the changing needs of businesses, the video format stands out in particular by the fact that it’s a much less costly solution than traditional training methods. In this article, we’ll discuss a few factors that illustrate this claim.
Time is Money
Since adopting a “remote” working formula, we have become more aware of this truth. Indeed, practically all of us have seen the number of hours saved in preparation and travel by recommending a virtual way of working.
This time saving can also be applied to training. Consider the many hours that training staff spend commuting to deliver their content. With the arrival of virtual training, this time can now be spent developing and improving the material, for example.
A Formula Accessible to All
More free time equates to more of it that can be re-invested in requalification. Indeed, due to the flexible formula of these virtual trainings, a greater participation can be observed on the part of the employees, not only in terms of presence, but also of engagement. In addition, most trainers provide companies with access to recordings of their training, giving employees the freedom to view content when it suits them. As a result, distance training is proving to be a much more cost-effective way to keep staff up-to-date, especially because it allows more people to be trained at lower cost.
From a trainer’s perspective, distance learning also makes it easy to update content and adapt it to the needs of the audience. Thus, this formula makes it possible to target and deliver relevant content necessary to develop employee skills.
No More Incidental Costs
A remarkable advantage of virtual training is the fact that it eliminates incidental costs. Indeed, a significant amount of the traditional training budget is devoted to incidentals, such as printing pamphlets and posters, the commuting of trainers and employees, the costs related to meals and snacks, and rental of the space and presentation equipment.
Asynchronous Learning
In addition to saving high costs, distance learning can also allow employees to take training when it suits them. More and more organizations are using this “asynchronous” learning method and using such tools as micro-learning. The latter is an affordable, engaging and flexible solution that presents training content in micro-capsule form. Therefore, these capsules are easy to listen to and allow better retention of information, with the added benefit of being viewable at leisure. As a result, training becomes much more accessible to an organization and easily fits into a busy schedule. To learn more about micro-learning, we suggest you read our practical guide.
Calculate your Savings
Did you know that there are various ways and tools to calculate the money you will have saved, as well as the impact of implementing virtual training within your organization? You can assess this in the following ways.
Request Feedback
Please find out how engaging, relevant, and satisfying the training provided to learners is within their work frame. To achieve this, you can measure the participation and completion rates of the training in particular. It is also possible to ask participants to complete surveys covering the whole experience.
Evaluate the Learning Process
This point aims to measure the acquisition of knowledge and skills on the part of the participants as a result of their training. Micro-learning also helps to retain information thanks to its concise formula and the sporadic insertion of quizzes to ensure learners’ listening. Evaluating learning, therefore, allows the organization to understand what needs to be improved among their members and the gaps within their team.
Measure Behaviour
Here the aim is to understand how well the learners apply the knowledge they have acquired in their work. To measure it, you can ask your employees to provide examples of how the material being taught is relevant and useful to them in their work, for example.
Analyze the Results
Finally, it is important to measure the achievement of the desired results following the training. It is, therefore, necessary to set specific, measurable, and realistic objectives beforehand before setting up a training program within your organization. Ask yourself what your training aims to accomplish, as well as the impact you want to see in a given period.
Online Training as a Solution
The next time you want to update your members’ skills, consider online training to meet your needs. You might be surprised to see how this formula benefits your organization and reduces training costs overall.
