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Businesses shouldn’t get left behind when it comes to adopting new technology. Technological innovations should be taken seriously if it means remaining relevant to the market. However, adapting to new tools isn’t just about being up-to-date. Businesses will have to look at the value that such innovations can bring when it comes to equipping employees with the relevant skills and knowledge.
New technology will play a considerable role in preparing employees for the future when artificial intelligence, big data, and IoT technology gains a more profound place in enterprises. This would also entail changes in the tools and methodologies used in workforce education as well as upskilling and reskilling programs.
Sure enough, new technologies and practices in workforce training have seen widespread application lately. Let’s take a look at a few of the most significant ones:
Although widely used by schools, learning management platforms (LMSs) can also be applied in workforce training, especially when enterprises hire freelancers or outsource some of their core processes to offshore service providers. Since remote learning has gained traction due to the COVID-19 pandemic, LMSs will become an integral part in the new normal where work-from-home arrangements are becoming commonplace. Moreover, these platforms can be developed in a way that fits the unique requirements of the enterprises that use it. The demand for custom employee education and training software will see a sharp rise as more businesses adjust to the current situation.
The business landscape is already aware of big data and its implications, but there is still a strong need to realize its full potential, especially when it comes to supporting business growth and training new employees. For one, using big data can help engage diverse personalities among trainees and modify training programs to highlight existing skills and identify crucial skills that need to be learned. Top-tier organizations are already using cloud-based software to enhance training efficiency, generate accurate insights about each trainee, and help support decision-making with regards to placements and promotions.
Enterprises are often faced with the problem of risk when it comes to developing hands-on training experiences for new employees. Construction, manufacturing, healthcare, and other industries where hands-on training is required will need to adopt alternatives for teaching the handling of complicated procedures and reducing the risk of accidents, damages, and losses. VR training, for one, is already applied in the medical and construction industries. Trainees are assessed through virtual simulations that replicate scenarios that actually happen on the job. While a large investment is needed to adopt such a technology, the benefits it entails will prove to be a more cost-efficient and less risky way to prepare new employees for real-world challenges.
So long as technology continues to evolve, businesses will have to keep investing in better workforce education programs. After all, adopting new tech isn’t possible without personnel who have been trained to embrace innovation.
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