{"id":474,"date":"2020-06-05T15:02:56","date_gmt":"2020-06-05T15:02:56","guid":{"rendered":"https:\/\/pide.org.pk\/blog\/?p=474"},"modified":"2020-06-05T15:02:58","modified_gmt":"2020-06-05T15:02:58","slug":"employees-engagement-and-augmented-learning","status":"publish","type":"post","link":"https:\/\/pide.org.pk\/blog\/employees-engagement-and-augmented-learning\/","title":{"rendered":"Employees Engagement and Augmented Learning"},"content":{"rendered":"\n
By Dr. Nadeem Ahmed Khan <\/p>\n\n\n\n
According to a recent SHRM study, employee engagement is the No. 1 issue that has been acknowledged by surveyed HR professionals. One challenge is to involve employees across multiple generations and retain top performers to encourage them. There is a good reason for employers to invest in training to increase the value of their jobs by offering them learning opportunities. <\/p>\n\n\n\n
The Gallup designed a 12 question survey to measure employee engagement. The instrument was the result of hundreds of focus groups and interviews. <\/p>\n\n\n\n
The engagement index divides\nemployees into three categories. <\/p>\n\n\n\n
Engaged<\/strong> employees work with passion and feel a profound connection to their company. They drive innovation and move the organization forward.\u00a0 <\/li>
Not-Engaged<\/strong> employees are essentially \u201cchecked out.\u201d\u00a0 They are sleepwalking through their workday. They lack energy and passion for their work.<\/li>
Actively Disengaged<\/strong> employees aren\u2019t just unhappy at work; they\u2019re busy acting out their unhappiness. Every day, these workers undermine what their engaged co-workers accomplish. <\/li><\/ul>\n\n\n\n
Table 1: Results of the latest engagement index<\/strong><\/p>\n\n\n\n
HRD techniques including training and development programs can address the majority of these survey questions. The immediate question that comes to in mind how to keep employees engaged? The survey revealed that training and development programs are the most efficient ways. Not providing training and development opportunities to employees can negatively affect employee\u2019s performance. <\/p>\n\n\n\n
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The Training and Development programs were very expensive and the transfer of learning through these programs is always questionable. The majority of employers and employees have admitted that T&D programs are very important in organizational growth and maximizing profit. \u00a0<\/p>\n\n\n\n
Today, in technological era training programs are not much expensive we can reduce training cost by using the latest technologies and techniques. Augmented learning is the natural evolution of online distance learning. Smart organizations understand the importance of various e-learning techniques and save much time and cost. In 2017, the Brandon Hall Group’s HCM Outlook Survey found that eLearning could reduce employee training time by as much as 40-60% [1]. Cutting training time means that workers can spend more time doing their primary role and companies don’t need to organize as much cover. <\/p>\n\n\n\n
Smart organizations understand the importance of various e-learning techniques and save much time and cost. \u00a0In 2017, the Brandon Hall Group’s HCM Outlook Survey found that eLearning could reduce employee training time by as much as 40-60% [1]. Cutting training time means that workers can spend more time doing their primary role and companies don’t need to organize as much cover. As suggested by research, eLearning allows firms to consolidate their training. <\/p>\n\n\n\n
Delight, professional services and research companies, estimate that the average employee needs to allocate about 1% of their time each week to training. Deloitte research report suggested that short trainings enable workers to stay up to date with best practices and progress in their industry. 1% of the working week is not enough at all. This translates to 24 minutes per week or 4.8 minutes daily, assuming 5 working days. \u00a0Every day, face-to-face 4.8 minutes of training is meaningless and possible only by “Micro-learning” methods. One can imagine a worker at his desk in the morning and easily taking a five-minute e-learning class before starting his work day.<\/p>\n\n\n\n
The training and development professionals and Technology experts design some very good and efficient learning program. The private sector organizations are using these programs to improve the productivity of their workforce. Learning methods that are commonly used in corporate sector:<\/p>\n\n\n\n
Blended Learning <\/strong>approach combines virtual or e-learning techniques with more traditional, in-person training sessions. Employees learn at their own pace while also benefiting from group collaboration and real-time feedback from their instructors. <\/p>\n\n\n\n
There is a new, highly mobile model<\/strong> where learners can take courses in the subject of their choice, no matter where they are. This trend is made possible by the proliferation of mobile devices and well designed, interactive learning environments. More than 67% organizations offer mobile learning about one kind or another [2]<\/sup>, <\/sub>99% of mobile users believe that mobile learning enhances their experience. The mobile learning market is expected to continue to expand, reaching USD 37.6 billion by 2020. <\/p>\n\n\n\n
Organizations that capitalize the effectiveness of mobile technology, smartphones are more innovative in micro-content. Short, mobile-optimized content, usually on a single topic and intended to spark curiosity – two to three minute videos, charts, graphs, chat features, audio files and surveys that convey learning materials in a quick and easy-to-absorb format on an employee’s smartphones devices. <\/p>\n\n\n\n
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