What do the training programs for Google employees look like

Modern employee training part 1: goals, use cases & methods

Table of Contents

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Goals of in-company training

In addition to recruiting suitable employees, one of the most important tasks in the human resources area is Developing and expanding the skills of the existing staff. The 5 most important goals are:

  • Promote innovation: If you want to survive in competitive markets, you have to constantly reinvent yourself. The more educated the employees are, the higher the likelihood that they will develop innovative ideas for the company.
  • Enhance employer brand: Investing in the further training of employees also sends a message: “In this company, employees are valued and promoted. On the one hand, further training measures attract applicants and, on the other hand, bind the existing employees to the company by increasing commitment ”, as Karlheinz Schwuchow emphasizes in his standard work on personnel development. [Karlheinz Schwuchow: Personnel Development]
  • Increase productivity: Qualified employees work better and faster. The fitter you are, e.g. in Excel, the faster you process tasks and the higher the output. A project that is led by a qualified project manager is usually implemented both more efficiently and more effectively.
  • Minimize risks: Even economically successful companies are exposed to permanent risks. Partly through deliberately harmful behavior (e.g. corruption) and possibly through ignorance (e.g. employee makes price agreements and is not made aware of the illegality of this). The company is also responsible for the safety of its employees. Conveying appropriate knowledge and training employees helps to minimize these risks.
  • Reduce costs: In addition to the goal of more output by employees, it is particularly important in the manufacturing industry to achieve constant output with lower costs. With trained employees, for example, material consumption can be reduced or the working hours of employees or service providers can be used more efficiently.

It is the task of the HR department or, in smaller companies, the management to contribute to these goals by training employees. This requires a basic understanding of the use cases for further training as well as the forms of knowledge transfer.

Use cases for further education

The use cases for further training have changed steadily over the past 30 years. The classic view of further training was:

  1. Employees need new skills
  2. Employee attends classroom training
  3. Employee has new skills and applies them

This classic view is no longer practicable today. In 1986 an employee still had an average of 75% of the knowledge required for his job in his head. In 2006 it was only 10% [1]. This shows that it is no longer possible to view knowledge transfer as a one-time process. We rely on being able to access the missing 90% when necessary, following the motto: Knowledge is knowing where it is.

From this derives the so-called "Learning on Demand" from. An important aspect of knowledge transfer takes place during work,

Learning on demand is becoming increasingly important. In the work process, employees access learning information precisely when there is a need.

at the so-called “Point of Doing”. If an employee is currently having a problem with a pivot table in Excel, they do not attend a 1-week Excel seminar to learn things that they have forgotten 85% of after a month. Instead, he calls up a suitable learning unit on the subject of pivot tables in order to solve his specific problem.

The increasing digitization of education is a major factor in being able to practically map this application.
Modern solutions are not only aimed at the one-off training of employees, but are also designed as a mobile reference work.

To know is to know where it is.

The classic face-to-face seminar is by no means obsolete, but it should a) only be used for the right topics and b) be supported by sustainable, usually digitized formats.

The following overview will help you to differentiate between use cases and examples:

Use caseApplication example
One-time transfer of knowledge in the form of a seminarBasics for hard skills such as project management, sales training; Teaching soft skills such as rhetoric and presentation techniques
Learning on demandEveryday knowledge in the job such as MS Office, product information of the company's own products, internal knowledge base for processes and guidelines + reference works on the topics for the one-time transfer of knowledge
Recurring knowledge transferCompliance training, safety instructions, updates on e.g. ISO standards or other government guidelines

Methods and forms of imparting knowledge

Knowledge and information can be conveyed in different ways. In the past, these were exclusively analogue in the form of face-to-face seminars and print materials. Today, the majority of knowledge transfer is digitized. Nevertheless, it is by no means the task of digitization to completely replace analog forms of learning. E-learning and traditional training can and should complement each other wonderfully. Companies with successful training concepts for employees are usually those that practice this supplement by highlighting the strengths of both forms in combination.

This interplay of face-to-face training and e-learning, the so-called Blended learning, is now a recognized and frequently practiced form of in-company training. The so-called Webinar established, this is an online meeting in which a seminar leader speaks live to the participants and either streamed himself or his screen for all participants. They can come into contact with the seminar leader and other participants, usually via chat but sometimes also verbally.

Each of these forms of learning has its strengths and mostly also weaknesses, as the following table shows:

Depending on the topic and application, certain forms of knowledge transfer now come to mind. This not only raises the question of whether a shape is used, but also how.

The good old face-to-face training is an example. It is expensive and time-consuming because of the location and the fixed time, but offers social contacts and live interaction. It would now be a waste to use this form of learning for low-interaction frontal teaching. This can be covered much more efficiently with e-learning and the face-to-face training can show its strengths in that it is used, for example, for role-play, case studies or question-and-answer sessions.

Mobile devices are becoming more and more important for learning. Technical and factual knowledge is increasingly being acquired using tablets on the train or on the couch. Photo by Oliur Rahman on Unsplash

This form of blended learning is also used Flipped classroom concept called, the lessons take place in self-study mode and the homework is done together in the class. In this way you combine the strengths of the forms of learning: The Conveying specialist and factual knowledge takes place at home on the couch or on the train via e-learning, while tasks such as case studies are based on direct Face-to-face interaction with the seminar leader or the other participants.

Good application examples for this form of learning are sales training or rhetoric. The basic techniques are taught with e-learning. Sales talks or debates are simulated in the presence.

The advantages of blended learning mean that the Internet giant Google Relies on blended learning in personnel development: 75% of employees learn with self-study sequences, many of which are short video clips, and the other 25% take place through debriefing, which takes place in the group, in person or via video conference. [Karlheinz Schwuchow: Personalentwicklung, 2013, p. 86]

The face-to-face event is generally inappropriate for so-called learning on demand or the recurring transfer of knowledge. Anyone who currently has a problem in MS Excel does not want to attend a seminar, but rather receive the necessary information immediately. The video format is particularly popular for these topics, as it can represent processes in the software better than books.

Classroom training is usually not ideal for recurring knowledge transfer either. If, for example, there is an annually repeated safety instruction, it is inefficient, especially in international companies, to repeatedly gather the entire workforce in meeting rooms. This often becomes a logistical challenge and the resulting loss of work generates high costs. E-learning formats save time and money here.


Mobile learning on the advance. 86% of all respondents predict commercial success for mobile applications and apps in the next 3 years. You can find more statistics at Statista

Mobile learning

In addition to temporal independence, spatial independence is also an important feature of digital forms of learning. In a study, 85% of all HR professionals surveyed gave mobile learning a high priority for vocational training and further education; in 2011 it was 77%.

It's about much more than the convenience of being able to study on the couch at home. The main drivers of mobile learning are:

Development of "dead" times to impart knowledge: Until a few years ago, anyone who commutes for work or is often on the move was virtually forced to resort to analog forms of learning. Even today, you cannot rely on Deutsche Bahn on planes to have a stable internet connection.

The TüV Nord also relies on mobile learning for the further training of its employees. The TüV Nord Lernakademie uses the White Label iOS and Android apps from Lecturio to offer employees all functions on tablets and smartphones - with the company's own logo and color design.

Development of new use cases for knowledge transfer: If, for example, the fitter in the boiler room 10 years ago wanted to find out something about the model of the boiler to be repaired, he had to either make a phone call (due to reception problems outside the cellar) or fetch and rummage through a lexicon of instructions. Today he has the opportunity to call up this information directly on site on the tablet.

Modern e-learning providers have risen to this challenge and offer full mobile compatibility of their products, including:

  • Perfect representation of browser-based content on tablets and smartphones
  • Automatic synchronization the progress data when changing the device. Example: Someone starts a learning video on the PC and then continues learning on the smartphone on the bus. The video starts on the bus exactly where it was interrupted at home.
  • Offline availability: Learning content can also be accessed without an Internet connection. This means that you are neither dependent on streaming nor are you often still using a limited amount of data.
  • Specially developed Apps for iOS and Android: Such apps make the access and handling of the necessary information easier and more convenient. In addition, the company's logo and branding can be displayed using white label solutions. Not only does it look good, it also conveys the networking of the e-learning content with the company.

Learning on the smartphone is now an established standard. It is important that the user does not experience any functional restrictions.

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Lecturio is your partner for digital learning

Lecturio is Germany's largest e-learning provider and stands for sustainable, innovative and at the same time cost-efficient training and further education in companies and educational institutions.

Employees learn with practical video-based online training and take interactive tests to measure success.

E-learning solutions from Lecturio are characterized by 4 key aspects:

  • Largest German-language course library with more than 8000 video courses
  • The Lecturio Learning Cloud
  • Production Services: Affordable high quality production of tailor-made content
  • Specially designed apps for iOS and Android available as white label

With the Lecturio Learning Cloud, users and administrators log in via the web browser and learn with Lecturio over the Internet.

Largest course library in Germany

With over 8000 video courses, Lecturio offers the largest selection of topics and courses in Germany.

Your employees learn with high quality video training, recorded in the green screen studio with the instructor in front of the camera in the in-house studio. This enables you to offer your employees a didactically high-quality product in a modern design in HD quality.

The range of learning offers digital courses on more than 80 subject areas. Particularly popular topics include:

  • Project management: Certificate courses for Prince2, PMP, GPM, ITIL, Six Sigma, among others
  • Compliance training: Relevant instructions for employees and managers, also available in English and in any other language on request
  • Leadership: Leadership & personnel responsibility, change management, strategic management and much more.
  • Distribution: Train your employees with the award-winning sales professional Tim Taxis
  • Medicine: Lecturio offers extensive video training on all aspects of the Medical studies (Physikum and hammer exam), Hospital management (including project, process and quality management in hospitals), as well as Employee training in the hospital (patient safety, radiation protection, hygiene instruction and much more)

Much of the content is also available in English. Take a look at the complete course overview

The Lecturio Learning Cloud

The Lecturio Learning Cloud is a so-called VLMS (Video Learning Management System), a cloud-based Software-as-a-Service (SaaS) solution. This means that no software or downloads are required to use Lecturio. Users as well as administrators simply log in via the web browser and learn with Lecturio over the Internet.

The learning environment is available to your company as a white label and can be equipped with your logo and your colors.

License management, statistics, mass user uploads and much more. help you with the implementation, success control and optimization of your learning programs.

If you are already using an LMS, the Lecturio content can of course be integrated into it.

We also support the SCORM standards 1.2 and 2004. This means that our courses can be easily imported into your LMS. You can choose between a German and an English language interface.

All content is retrieved from the Lecturio-Learning-Cloud, so that SCORM packages can be integrated in a very space-saving way. You also benefit from automatic updates of the content included.

Full service production

Lecturio produces video courses tailored to your needs - live or in our in-house studio, inexpensive and fast.

Depending on your budget and application, we can offer you different formats in order to achieve the best possible end result.

Screencast: The most cost-effective variant are so-called screencasts, in which the display of the screen is filmed and provided with a soundtrack.

Studio shoot: The classics are productions in our modern green screen studio in Leipzig. Here you can record in the highest TV quality in a professional environment.

Conference recording: Are you planning a congress, a meeting or an entire series of seminars? We come to you and record or set up our own studio on site.

Location shoot: Studio shoots can be vividly supplemented by recordings directly on site or by re-enacting real-life situations. Our mobile green screen studio enables you to take top shots too!

Complete animations: Motion design, 2D animations, handle technology, there are no limits to your and our creativity. Sequences or entire films, trailers or explanatory videos can be created entirely on the computer without using a studio.
All formats go through our post-production and can be combined with one another as required. Optionally expandable by:

  • Revision of existing slide sets
  • Quiz questions and interactive test scenarios
  • Multilingualism (translation or subtitles)

In the modern green screen studio, online courses of the highest TV quality are produced in a professional environment.

Apps for iOS and Android available as white label

Lecturio has developed special apps for iOS and Android that make access to the learning content even easier and more convenient. Special features of the apps are:

All functions for the learner - synchronized on all end devices: You can start a lesson in the office on your PC and pick up where you left off in the office on your smartphone in the subway or on your iPad at home. The same functions are available on tablets and smartphones as on the web.

Learning on the move without limits: Thanks to the offline function of the Lecturio app, you do not need a mobile network for learning. This turns every waiting room, train compartment or airplane into a training room.

White label: You can purchase the Lecturio learning environment and Lecturio app as a white label tailored to your company. This guarantees uncomplicated implementation and easy administration of your learning offer. With the Lecturio White Label you present yourself as a top employer for in-company training.

NEW: Integrate your own content into the Learning Cloud

If you already have your own videos or are planning to implement them, you can now use the new one Course Creator conveniently upload it to the Lecturio Learning Cloud. In this way, you can easily and effectively provide your employees with your own company videos and lectureship courses via a common platform.

With the Course Creator, you can upload your own content to the Lecturio Learning Cloud and thus make your own company videos and Lecturio courses available on a common platform.

Continue here: Modern employee training part 2: Successful implementation

 

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[1] Robert Kelley, Carnegie-Mellon University / Robert Kelley's longitudinal study with knowledge workers / http://www.elearningguild.com/showFile.cfm?id=4302

https://www.neuronation.de/gedaechtnistraining/vergessenskurve

Karlheinz Schwuchow: Personnel Development, 2013, p. 86

 

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