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Training and Digitalization of Corporations

In recent years, digital technology affects all functions of a business and has risen to become one of the primary drivers of both innovation and development in companies. These technologies must also adapt to a new interconnected economy while staying ahead on a constantly evolving environment. Akin to this is the digital transformation of training which has allowed for an increase in the educational efficiency of training programs, a lowering of costs and improved engagement of both trainees and trainers.

All signs point to the digitalization of the training process being an incredible boon for learning and the digital transformation of businesses everywhere. Not a day goes by without us realizing that companies evolve their respective businesses and the same goes for their training methods which serve key global components of their overall digital strategy.

The first reaction on the part of companies was to begin the process of digitalizing their service offer by investing in software and information technology. In the US alone, resources poured into digital have doubled over the course of the past 15 years. Companies are always looking to become more efficient and higher-performing in their client relations and in their internal, day-to-day operations.

The digitalization of a company is rooted in the implementation of a digital strategy which integrates all company processes, the collection of information and ultimately the creation of sub-strategies. A digital strategy is at the heart of all organizations.

According to a study on digital transformations conducted by L’Institut TNS Sofres, salaried employees estimate that digital transformation had a direct effect on their own work functions (48%), the way they work (41%) and on the overall business model (31%).

The other challenge faced by companies in light of this revolution is the human component as companies have realized that salaried workers are the primary resource in any digital transformation. Based on that fact, the digitalization of training methods has been positioned at the heart of the company’s digital transformations.

Digital advances cannot deliver on all their promises of flexibility and efficiency unless the salaried worker in question has a strong understanding of their environment and their work tools. This all comes back to training which fosters that type of culture and reached potential.

Training salaried employees to use digital tools and/or by digital tools answers two primary needs: being competitive in markets that require agility and flexibility and being able to meet the strong demand of salaried workers all while allowing for the evolution of the mentalities of those who are more hesitant.

Within the context of digital transformation, we are bearing witness a rebirth of training thanks to innovative methods which are enjoying strong growth such as: blended learning, gamafication, social learning, reverse mentoring, etc. For example, EduPerformance, a Canadian company, is able to advantageously position itself within these sectors either on their own or in collaboration with other companies in related fields.

In conclusion, digitalization does not merely consist of buying materials followed by learning and practice with these tools in a digital environment, it boils down to a culture which must be set in order for a full digital transformation to occur complete with the training of those affected.

Source : https://www.eduperformance.com/

Caroline Irrmann

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