A recent research shows that 75 percent of employees remember very little of what they were taught in the most recent compulsory training session. This may be because there wasn’t interaction between the learners and the trainer, or the learners were neither interested in the training content nor the trainer. Whatever the reason, it all boils down to the level of learner engagement. Engaged learners will always remember what they learn.
Micro-learning is a training method that allows you to present lesson content in bite-sized pieces instead of long instruction sessions. Because of its universal accessibility and its ability to reach through to learners with small attention spans, micro-learning is one of the most effective trends in organizational training. Talking about his micro-learning training experience, Renee Smith, a Training Consultant at American Heart Association said, “Being able to actually demonstrate value is a big win-win for the employee and the organization.”
The 80/20 rule, also known as the principle of factor sparsity, the law of the vital few, or the Pareto principle, states that roughly 80% of the effects in many situations are a result of 20% of the causes. You can apply this rule in your personal life, and in many areas in your organization to improve time management, and increase the overall employee efficiency. But, how can you apply the rule to train your employees?
Penetration of digital platforms, coupled with the availability of affordable digital products has facilitated the rise of e-learning and mobile learning in Africa. Digital learning has been touted as a more effective way of teaching. This is why governments and institutions in Africa are drumming up support for digital education. The Kenyan and Rwandan governments, for example, have a “one laptop per child” initiative. The initiative provides laptops to primary pupils pre-installed with digital educational content (Kunle, 2016).
Training and learning is a continuous process and an integral part of any organization. However, providing the right training for a specific learner’s needs is often a challenge. When learning needs arise and you are required to offer immediate and targeted training, then, custom learning techniques would be effective. Custom learning is based on the learner’s needs, and caters for the training with a specific learning objective in mind. Whether it is training managers, onboarding new employees, new product training, or sales skills training,
Caregivers are tasked with the essential duty of giving support and taking care of the patients. They help the patients understand and process their conditions and hence impact positively on their health and wellbeing.
Caregiving is a fluid process, within which caregiving techniques and information keeps changing. Just like the way these patients need love and care; caregivers also need training and ongoing consultations with social services personnel.
While franchising is considered the easiest way to expand and grow your business, the industry is very competitive. At first, more attention is paid to setting up the model, running the pilot, and lining up the first franchisee. While this flurry of activities is quite in order, one element you cannot afford to overlook is compiling a comprehensive training program for your franchisees.