1.
How Tata
Realty increased adoption rate of digital learning in staff
At Tata Realty, the adoption rate of its digital learning platform was
below 20 per cent, but soon things improved and how! Adoption
of digital learning platforms had always been a challenge for companies, till
the pandemic came along and brought about significant changes. Many employees
were forced to work from home and many HR processes went virtual and digital,
much earlier than expected. Similarly, companies made employees meet their
learning goals using digital and virtual-learning platforms. Even a study on
the future of learning during COVID-19, published by Deloitte, says that the
impact of COVID-19 increased the adoption of existing learning platforms in
employees. More than 60 per cent of companies in India saw an increase in
adoption of existing learning platforms by 20 per cent. Reena Wahi, head – HR,
Tata Realty & Infrastructures, shares that in their company, the adoption
rate of their learning management software (LMS) was below 20 per cent. The
reason for such a low adoption by the employees was the repository model, wherein
a stock of content was available for employees, and they could choose what they
wanted to learn. This content on the earlier LMS system was not even updated.
“The content was quite static in nature, which never really attracted the
employees and we had to adopt a push factor to make employees complete their
courses,” points out Wahi.
2.
How personalised &
curated digital learning is the recipe for successful L&D
Needless to
say, L&D has to address these variations with the right kind of digital
learning programmes. Personalised and curated digital
learning can help create time-efficient, relevant and targeted corporate
training programmes. In an evolving business landscape, learning and development
(L&D) and human resources (HR) teams are continually exploring newer
approaches to manage workforce development and help businesses stay ahead of
competition. Given the many changes in recent times, the need to improve
L&D is higher than ever today. While new digital technologies are making
some current skills redundant and pushing the need for rapid reskilling, the
nature of workforce demographics has also become an important consideration.
Learners today differ largely in terms of their learning styles, interests,
requirements and aspirations.
3.
The great
divide: How to bridge corporate India’s skills gap with digital learning
According to the Global Skills Gap Report, 92
per cent employees in India believe that there is a skills gap in the country
and around two-thirds (76 per cent) feel they have been personally impacted by
it. In today’s dynamic corporate landscape,
upskilling and reskilling employees is one of the key ways for organisations to
build competitive advantage. In this article, we explore how digital learning
programmes can help deploy scalable and effective training solutions to an
audience of any size, type or location. Businesses are experiencing changes at
an ever-increasing pace in these unprecedented times. The skills needed to
succeed today are not the same as they were yesterday. The ones required in the
future are also likely to be much different from either of these, in turn, leading
to a skills gap. The Indian workforce also has the highest skills gap, falling
just below Brazil. Given today’s dynamic corporate landscape, businesses
(established or new) are at risk of lagging behind if they do not pay attention
to bridging their workforce’s skills gap. Failing to bridge the skills gap is
known to be one of the leading causes of business failure.
No comments:
Post a Comment