How do you integrate technology and online platforms into your learning interventions?

Investing in employee learning is crucial for their continuous growth within the company. With the challenges of balancing work and personal life, it's essential to support staff in acquiring new skills through digital platforms. By providing access to company-developed or subscribed learning platforms, employees can learn at their own pace. To keep learning engaging, incorporating learning games and interactive elements is key. This approach not only ensures effective information delivery but also enhances employee engagement. This commitment to employee development fosters a culture of learning and progression within the organization, benefiting both individual career growth and overall company success.

Benefits of On-the-Job Training (OJT) Real-world Experience: Gain practical experience in the work environment. Immediate Application: Apply learning directly to work tasks. Guidance and Feedback: Receive immediate feedback from supervisors. Cost-effective: Eliminate the need for separate training facilities. Customization: Tailor training to meet specific job and employee needs. Hindrances of On-the-Job Training (OJT) Workflow Disruption: Training may impact regular workflow and productivity. Training Quality: Depends on supervisor's teaching ability. Dependency: Effectiveness depends on supervisor availability and skills. Lack of Standardization: Training may be inconsistent due to subjective teaching styles

I agree but this is very vague as to what 'technology' is being used. This applies throughout the article. Also the examples given are in themeselves very generic and unimaginative, with limited learning value.

That paragraph confuses terminology. OJT is about "training", it requires an agent (someone to direct/facilitate/guide, to provide feedback and evaluate the learner). OJT starts with a clearly stated objective that ties to a desired organizational performance need. It cannot be unstructured. On-the-job learning (OJL) may be unstructured and not involve direction and feedback, but not OJT. Though OJT can involve some types of inductive (i.e., discovery) instructional strategies it typically employs deductive (i.e., show me) strategies. I have other issues with what's said in the paragraph but this statement is problematic: "On-the-job TRAINING (OJT) is a type of LEARNING intervention". Training is an intervention, learning is an outcome.

Begin by selecting platforms that align with your learning objectives and support various content formats, such as videos, quizzes, and interactive modules. Use Learning Management Systems (LMS) to organize and track progress, providing learners with flexible access to resources. Incorporate multimedia tools to create dynamic and interactive content that caters to different learning styles. Utilize virtual classrooms and forums to encourage collaboration and discussion among participants. Collect feedback through surveys and analytics to continuously improve the learning experience. By leveraging technology, you can create effective, scalable, and engaging learning interventions.

Classroom training is evolving to become more flexible and engaging. The future of learning includes interactive sessions with discussions, polls, and group activities. Blended learning combines online modules with in-person sessions, offering pre-work or deeper dives. Tech integration brings interactive tools and resources to enhance the learning experience. The future classroom will incorporate VR training for immersive learning, microlearning for flexible study, and AI personalization to tailor learning journeys. This blend of human interaction and technology will transform classrooms into dynamic hubs for effective and engaging learning

E-learning is generally pretty appalling,and I have seen few examples of it being 'personalised'or 'adaptive'. If you wanted to show how technology could be utilised well, then these options should be expanded with concrete examples.

I totally agree with Sarah's comments here. E- learning is generally pretty awful....but, I have seen some positive examples where it is much more interactive. But in comparison to "real-life" training, this always, always.. .. comes a poor third. More organisations need to understand this.

E-learning is evolving with the integration of AI and VR technologies, promising a more personalized and immersive learning experience. AI enables adaptive learning paths and personalized coaching, while VR offers realistic simulations and immersive knowledge exploration. The future lies in a blended approach, combining AI-powered modules with VR simulations and personalized feedback. Additionally, gamification and microlearning will further enhance engagement and knowledge retention. These advancements aim to empower employees with the skills they need for success in today's dynamic workplace

Here is the question though: Why is its bad? The technology is there, talented instructional design, no shortage of tools. Great LMS environments exist. Perhaps the answer lies in providing real application opportunities in alignment with what is being taught in the eLearning? For example, if you learn how to code in a particular language via eLearning, then there must be a practical, aligned, on-the-job experience that goes with it. 70/20/10?

Combining e-learning with physical job rotations can be a powerful way to use technology to prepare for a new role. I agree that e-learning alone is not very effective. However, adding social or physical components, such as an interim job rotation, can be a more efficient training intervention.

Actually, the main thing here isn't to do with technology at all, outside of the facilitation of Teams/Zoom, it's to do with the human connection between the individuals. Outside of the normal wishlist of experience etc, coaching and mentoring relies on the chemistry match between the two people, as the initial foundation to take things forward. To me, the technology point is incidental.

One way coaches can use technology to maintain asynchronous communication with clients is through the use of video chat apps like Marco Polo where the client can video chat an update or question to the coach. The upside? It maintains the relational aspect of coaching between sessions while and keeps it off company email which is highly desirable for many coaching clients. Many of my clients also find it useful to capture their coaching journey using a free online collage or scrollable page, like those found on Adobe Express or Canva. Some clients have elected to share their visual "journey review" with organizational sponsors, family, or even on social media.

Solutions for integrating information technology into employee learning may include: game simulations, virtual reality, online training, webinars, professional online clubs and communities, mobile applications and online projects.

Action learning is a process where small groups work on real-life problems. They learn from their actions, and implement solutions while focusing on reflection and feedback. So to integrate technology and online platforms into learning interventions, you could create an action learning project where teams address the challenge of improving remote collaboration. Use tools like Zoom for virtual meetings, Slack for communication, and Trello for project management. Teams then identify issues, test solutions using these platforms, and reflect on their effectiveness. Regular feedback sessions help with ongoing improvement and practical application.