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Instructors were specifically trained for corporate audiences in order to further strengthen impact. What we lacked was sustainability, which is necessary for ensuring that the learner grasps the material and is able to apply it successfully in his or her work. Only then would training truly result in improved quality of work and long-term benefits for the organization. Here’s an example of how to use a video-based platform to reinforce training and achieve these long-term benefits.

The main objective of training is for learners to apply new skills in the long term. The key is to reach out in a way that is appealing and involves the learner. Technology-enabled learning has made this level of engagement possible, and with the emergence of new technologies, it will continue to do so in fresh and innovative ways.

The global eLearning market was worth an impressive $107 billion in 2015 [1]. By 2025, however, Research and Markets believe that it will reach a staggering total market value of $325 billion [1]. The reasons for this explosion in value come on the back of several main drivers: the need to educate vast numbers of people at low cost, the falling price of learning solutions, the needs of the modern workforce to engage in life-long learning, and the fact that learning through an internet portal is often more convenient than going to school. The majority of the growth in the eLearning market will come from demand in developing countries.

2. The Self-Paced eLearning Market Will Decline To $33.5 Billion By 2021

77% Of US Companies Used Online Learning In 2017

Video-enhanced learning tools however are relatively inexpensive to produce, can be viewed when it’s convenient and without the need for travel

Live presentations can be recorded and time stamped, so when they are used for training, managers can refer to specific sections according to relevance. This saves time and increases engagement with the subject matter.

The ease with which videos can be produced also provides companies with the ability to take control over their training processes,

Approximately 65 percent of people are visual learners and their propensity for watching videos online shows no signs of slowing down. The video component of e-learning helps to increase engagement by delivering content in a familiar, episodic fashion.

This ties in with microlearning, which is known to increase both engagement and knowledge retention by breaking learning down into manageable increments.

E-learning is scalable, and can be rolled out to more departments as the needs of the company change. As the skills needed for certain roles evolve, e-learning can be customized to specific, relevant content for employees without breaking the bank. As the saying goes, time is money, and e-learning has been shown to provide considerable savings by reducing time spent on training. It also offers savings on costs for external trainers, travel, materials and time spent out of the business. Case in point, after switching from traditional to online training, IBM delivered five times the amount of training for only one third of the cost – a saving of $200 million dollars. An IBM report found that investing in training can positively impact employee retention rates, with new employees 43% more likely to stay at a new job when training is provided

In particular, the use of video can be of huge benefit—but only when done correctly. Here are some tips for effectively incorporating video into your training.

Keep it Short

According to some Google researchers, the ideal video length is between three and three-and-a-half minutes

Custom designed e-learning: These methods range from a narrated PowerPoint presentation to full-blown authoring tools like Captivate or Articulate. Narrated PowerPoint is quick and easy to create and use, and lets you to share the information widely via email or company website links. But engaging an audience for any length of time via a voice-over and static slides is challenging.

Train-The-Trainer solutions

Synchronous distance learning: Tools like WebEx, GoToMeeting and Lync are great at bringing far-flung people together. They let you utilize PowerPoint or interactive screen-sharing to do demos and more.

Infrastructure

OneDrive redirection

Sites followed in one place

More and more frequently modern employees expect video to be a factor in on-the-job learning. And not simply a dry, one hour VHS training course of the past. Good, relevant video content that impacts performance. We’ve outlined a few guidelines on improving onboarding with video here.

In an international poll each year, reaching over 50 countries, I ask people: “What is hot in L&D this year?” The choice of ‘Video’ has fallen down the table of ‘hotness’. In other words, it’s no longer considered exciting

In other words: video is now part of the way we live and learn today.

Hype and expectations for AI are now sky high

on one hand the hype is far ahead of the reality; on the other, the upside could be much bigger than we think. And in HR the opportunity for value is massive.

The systems can understand speech, identify photos, and use pattern matching to pick up signals about mood, honesty, and even personality. These algorithms are not “intuitive” like human beings, but they are fast, so they can analyze millions of pieces of information in seconds and quickly correlate them against patterns.

Increase social learning An overwhelming 98% of companies want to support the sharing of good practices and knowledge across teams via in-house social networks or functionality. Social learning aids training by making it a shared activity among contact center agents. Adaptive technologies such as chat boxes, forums, and Slack can reinforce critical learning concepts for agents while on the job. This is also key because employees tend to be more successful when they work and learn in group settings. This type of setting provides motivation, promotes team camaraderie, and improves an agent’s ability to learn and perform.

« 66% des cadres français constatent que la gestion des nouvelles technologies est en train de changer de main ». De fait les opérationnels, de quelque horizon qu'ils viennent, n’ont jamais été aussi impliqués dans le choix et l’exploitation des outils informatiques de leur métier.

Ce constat vaut bien évidemment pour les métiers de la formation : les responsables formation se sont notamment appropriés la maîtrise d’ouvrage de leur plateforme LMS, comme le montre une récente étude Féfaur (près de 93% des responsables formation sont impliqués dans le choix de la plateforme LMS, loin devant la direction informatique (77,3%)).

la prise d'autonomie des responsables formation se fait sans trop de friction avec les directions informatiques finalement soulagées de n'être pas principalement en charge d'un domaine fonctionnel (la formation) qui n’est pas critique pour l’entreprise.

the average company was able to roll out new products, services and IT systems over 20% faster. It also highlights average companies were achieving a 23% improvement in study time, 24% faster delivery time, 22% reduction in cost of training, 26% improvement in learning reach and 16% improvement in time to competency.

90% of Learning & Development professionals are looking to integrate learning into their company’s different functions, i.e. sales, customer service, talent and production, with 41% saying that this is critical.

95% want to use technology to increase the sharing of good practice but only 25% are currently achieving this, 92% of organisations seek to use learning technologies to respond faster to business change, but only 25% achieve this; 94% of organisations seek to speed up the application of learning back into the workplace, but only 23% achieve this; and 91% seek to improve talent or performance management, but only 20% achieve this.

La Cantine in Paris has tapped into the principle of what it means to be an independent worker in the new tech industry and included it in part of their coworking space identity.

The bar camps, workshops, lectures, and training courses are free, open to all, and are streamed and uploaded to a dedicated online T.V. portal, hosting more than 300 hours of video footage covering a vast range of new technology subjects. The events are an integral part of their overarching goal, something they call ‘peer-to-peer training’.

"Une rentrée bien préparée grâce à l’UTT Training Lab" (quand l’université se met au marketing). Le contenu répond en tous points à ce cahier des charges : un module d’accueil et de découverte de l’école (on pense à l’apps de découverte de Thales Université), un module d’évaluation des méthodes de travail ; interactif : le dispositif fourmille de tests disciplinaires en mathématiques, physique et chimie qui incitent aux révisions, si nécessaire ; accompagné : des rendez-vous par "tchat". Il y a du MOOC là-dedans, d’autant que les ressources comprennent des vidéos.

Une inspiration pour l’intégration des nouveaux salariés dans l’entreprise ? Certainement : on sait l’importance que les entreprises accordent à la réduction du délai d’opérationnalité, car il s’agit que le salarié soit aussi rapidement que possible intégré dans les opérations. On sait par ailleurs que la qualité de la formation et de l’accompagnement du salarié permet très largement de contenir les démissions en période d’essai. A quand ces "Corporate Training Lab" qui pourraient rendre de grands services aux entreprises ?

Nous passons d’une ère « topdown  » où le manager dit « Tu as besoin de suivre cette formation », à une ère « bottom-up » où c’est le salarié qui dit « J’ai besoin de cette formation, et d’ailleurs j’ai déjà commencé à la suivre ».

“The flip model of learning offers a considerable cost saving opportunity to learners as well as educational institutions. Many institutions are using LMS to facilitate the delivery of content to the users. Although end-users have to make substantial upfront investment in the required infrastructure such as adequate Internet bandwidth, the long-term benefits of flipped learning considerably outweigh that of traditional classroom teaching and training,”

Global flipped classroom market by product Software 54.89% Hardware 33.54% Services 11.56%

The global flipped classroom market by hardware was valued at USD 165.9 million in 2015. The hardware segment comprises devices such as document cameras and tablets that are required to create, capture, and access learning content. These devices are finding more acceptance in schools and colleges. Lecture capture is used to facilitate learning for both students and teachers and helps in recording and delivering lectures in multiple formats including text and video. Vendors are equipping hardware with advanced features for lecture capture such as high-resolution video and display to improve quality. The devices used to facilitate lecture recording include microphones, cameras, screen capture devices, desktop recorders, DVD players, electronic whiteboards, and videoconferencing devices.