Human Capital Management- Flexc
Every employee joins a new organization with a vision to grow and excel. Hence, providing opportunities for training is important to create a complacent and productive workforce.
Adopting good training practices is an essential step to
crafting a great workforce. Many managers often skip this step, thinking it is
irrelevant or do not put enough resources into creating proper training modules
catering to the hybrid workforce’s needs.
Training is important for effective human capital management and maintaining retention rate. Doesn’t matter if it is a
freelancer hired from a talent marketplace or a full time senior employee, both
need training to grow. Managers cannot expect to train employees with different
needs with similar methodologies, or use the same methods for different
challenges. Instead of clinging to one similar type of training method,
managers should analyze and imply training mediums that ensure that the
employees receive the information they need and understand. Below mentioned are
some of the training methods managers can adopt to successfully train and
manage their hybrid workforce.
E-learning:
This type of training
method relies on online material such as interactive courses, videos, and
tests. It is one of the easiest and useful methods to train the hybrid
workforce. HR managers can even create self-paced modules which employees can
go through as per their needs and schedule.
Though e-learning makes
training accessible, it also comes with some challenges. While creating
e-learning programs, HR would have to ensure that they use the right visuals
and keep their modules up-to-date to make them effective and interactive.
Simulation:
With the help of virtual
reality and augmented devices, HR managers can provide simulation training.
Even though the implementation cost is high, simulation training gives a better
learning experience to employees by placing them in almost real scenarios.
Simulation techniques can be used to train employees working in high-risk
fields.
Role-Playing and Group
Discussions:
Group discussions allow
many employees to train at once. Employees can be divided into different groups
and put into different scenarios. The groups then can be asked to state their
points of view as they work through the activity.
The only drawback of
role-playing is that a large number of employees may have to spend significant
time away from their work during the training.
Case Studies:
Like group discussions and
role-playing, HR leaders can create different case studies for employees. Case
studies can be an effective training tool for new employees. Case studies can
help employees understand the possible issues they may face while performing
regular tasks and how they can overcome them. Case studies are a great source
of imparting training for specific issues and can be done remotely as well.
Hands-on Training:
Hands-on training is a
type of on-the-job training that is focused on the specific needs of the
employee. This type of training method is best suited for employees that are
new to the organization or are taking up a new role. Hands-on training gives
the employees a taste of the field. By taking the steering wheel in their hands
from the very first day, they understand what skills are necessary for the job.
The only drawback of
role-playing is that a large number of employees may have to spend significant
time away from their work during the training.
Mentoring and Reverse
Mentoring:
As the pandemic has begun
to ease, a lot of organizations are letting employees opt between working from
home, office, or both.
Mentoring roles can also
be flip-flopped, where the less experienced professional coaches the senior
employees. This training style is called reverse mentoring. This training
method is generally adopted to take the advantage of the fresh perspective that
the less experienced employees bring to the table. Reverse mentoring not only
broadens the scope of new ideas, but it also boosts the confidence of the new
and less experienced employees. Mentoring can be time taking in terms of the
employee hours invested. But with the help of well-established modules and
schedules, it can be an effective training method.
Ways to Train a Hybrid
Workforce
As the pandemic has begun
to ease, a lot of organizations are letting employees opt between working from
home, office, or both.
This hybrid work setting
is taking the industries by storm, making it challenging for the HR teams to
find ways of employee training and development.
With the change in the
workforce culture, most HR managers have been facing a common dilemma:
How to train a hybrid
workforce?
To effectively impart
training to a hybrid workforce, not only do they have to impart training to
both remote and on-site employees but will also have to ensure that the methods
are crafted to suit both settings. Managers and L&D teams may face many
challenges while training the hybrid workforce. Here are a few ways companies
may focus on training their hybrid workforce.
Selecting and Revamping a
Mode of Training
Having a mix of employees
working in different settings, successful human capital management might seem challenging for HR leaders. An important component
of these training modules will be to make them interactive. Managers can select
how they want to conduct the training sessions, depending upon the number of
employees that need up skilling.
While covering information
that teams need collectively, they can go for synchronous training methods such
as lectures, group discussions, or role-playing. On the other hand,
asynchronous methods such as e-learning or simulations can be used when
employees need time to learn at their own pace.
Ensuring Ways to Improve
Interaction
E-learning methods can be
a great mode of training the hybrid workforce. But it is important that the
modules and videos are interactive enough to induce them to click on the next
video and perform the next exercise with concentration. Managers will have to
ensure the training modules contain quizzes, puzzles, and polls to keep the
employees engaged.
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