The epidemic has brought rapid online training, which is definitely a positive trend in the long run, but it has also brought us some cold thoughts in the process of this transformation. So, what is the future trend of enterprise learning and development in the post-epidemic era?
1, clear enterprise digital learning strategy
Generally speaking, the development direction of enterprise digital learning is a process from soft to hard, from simple online classroom and knowledge information transmission to directly supporting business performance and improving considerable business performance.
In this process, the person in charge of enterprise learning should think deeply about how enterprise digital learning can empower enterprise strategy and business, who is the service target of enterprise digital learning, what is its fundamental value, what are the main application scenarios, and how to realize effective online operation.
2. Create changes from experience extraction to new knowledge.
In the process of digital learning transformation, content construction is the biggest difficulty, which should be thematic, dynamic and more future-oriented.
In the process of changing from knowledge extraction to new knowledge creation, what enterprises need to change most are strategic key themes and tasks, break organizational boundaries, create cross-domain around themes, verify new knowledge through trial and error, and continuously produce knowledge products that can focus on solving key strategic problems of enterprises, thus building a digital knowledge content system that can support strategic business themes.
3. Integrate online and offline learning.
At present, many enterprises have carried out blended learning projects to flip the classroom experience and achieved certain results. But at the same time, we also found that there are actually many projects that have not really achieved online and offline integration. What's the problem?
(1) The online and offline division of labor is not clear.
Most of the current projects tend to arrange micro-courses online and realize co-creation based on business problems offline, but in fact this method does not give full play to the advantages of both. You know, the biggest feature of online learning is that it can break the limitation of time and space, with low cost and high speed, and is suitable for the dissemination and sharing of knowledge and information. And offline learning will be heavier, suitable for problem creation, experiential learning and attitude change.
(2) There is no organic combination between online and offline.
Some projects do arrange knowledge courses online and create knowledge offline. However, after careful observation, it will be found that the matching degree between the knowledge tools transmitted online and business problems is not high, and students still can't open solid thinking and achieve breakthroughs after learning.
(3) There is no organic closed loop online and offline.
Online knowledge is transmitted in one direction, and the quality of offline co-creation results is not high, and it has not been verified by practice, which will lead to the failure to form a closed loop and produce practical results. What we have to do is to share online knowledge, create offline problems, verify time, extract new knowledge, integrate it, form new online knowledge products, and let it spread quickly within the organization to create performance.
(4) From learning management to learning authorization
Enterprise learning department should change from learning manager to learning enabler, play the role of enterprise gardener, organize learning resources, establish learning mechanism and build learning platform, so that employees can realize personalized and active learning according to their own needs.
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Finally, in the process of enterprise training, we must find the correct positioning, effectively empower according to business needs, and often link with front-line business departments to improve the ability of rapid iteration and response. There should be problem-oriented before the course begins. There should be core methodology and tools, interactive links, summary links and application promotion links in the course. All courses should be certified and audited according to the standards. With the help of exam-driven, it helps you learn business well, master business and cultivate internal strength.