- When designing effective employee training, their needs and desires for knowledge must be taken into account, says reports ATD. The post refers to an earlier report about the need to address the learning style of younger generations with micro-learning and social communities.
- Needs analysis can identify the desired business outcome and employee competency levels before a learning leader creates learning modules.
- In order to meet the needs of learners, the authors recommend using solid objectives, choosing the right modality for learning, using the best possible delivery methods, making learning more personal, and reinforcing learning by repeating core concepts.
One of the biggest challenges that learning and design specialists have today is getting to the core desires of each learner. This alone can help motivate learners to participate and transfer knowledge to real work performance. When a proper plan is in place to address the unique needs of each generation of employees, learning programs can see success.
Corporate training can be adapted to support the values and learning preferences. For example, millennials and generation Z employees may prefer more social media connectivity, while generation X and Baby Boomer employees may like classroom experiences more. Instead of assuming these things in error, each company can prepare an analysis of their learning and deliver content across multiple channels to meet the desires of learners, making it more impactful.