In 2020, few large companies will not have an LMS (learning management system) platform. Moreover, more and more SMEs are also turning to this type of solution to manage and digitize their training. But why are companies and training organisations digitising their training en masse? Of course, it is a question of evolving in line with technological advances, but above all of facilitating access to training and simplifying the work of training departments.
Digitalisation facilitates access to training
Before the latest reform of vocational training, which came into force on 1 January 2019 under the name "Law for the Freedom to Choose One's Professional Future", an employee went on training once every three years. Now, access to training institutions is easier and therefore more frequent.
The advent of digital technology is a major lever for facilitating access to knowledge. With the Internet, information is available in a few clicks and learning resources are infinite. At the same time, the arrival of digital learning and training platforms has revolutionized the training sector.
Training is available anywhere, anytime. Before that, employees had to go through a number of administrative procedures to get a training place. Now, access to learning is much simpler and quicker, because it's digital.
In addition, once the LMS platform is in place, employees can access their training much more easily than with a traditional training course. Indeed, thanks to mobile learning, training courses are available when and where they want them. Thus, employees can train at their own pace, without doubt one of the biggest advantages of digital learning.
On the business side, the advantages are multiple. First of all, the Learning Management System solution accompanies and facilitates the digital transformation of companies and offers them a better management of human resources.
Furthermore, the necessary and ever faster renewal of skills can only be ensured by a certain level of technology. Teams are more quickly operational and trained to meet the new challenges of their sector of activity.
The use of the LMS to optimize the training budget
Some companies mistakenly consider employee training to be a burden they could do without. However, training employees to meet the new requirements of their profession and to keep up with advances in their sector of activity is a real investment for the company.
Indeed, employees' skills are a capital asset. If employees are not trained regularly, their skills deteriorate. On the contrary, if they are trained throughout their lives, their skills develop and their performance in their job is only better!
The need to train employees is no longer a matter of course, but is a definite expense. LMS platforms allow companies to save on travel and accommodation costs, which can rise rapidly during traditional training.
Not to mention the cost of materials, room rental and human resources, which also represent a certain amount. With digital training, training courses can be reused and easily modified to adapt to new developments in the sector without incurring additional costs.
So even if the acquisition price of an LMS platform can be frightening, it proves to be economical in the long term.
Digital training = personalized learning
In a so-called classical presidential training, there is a tendency to consider the learners as a group that has to adapt to the trainer's pace. However, each employee has his or her own identity, training preferences and learning pace.
This is where e-learning professional training comes into its own. First of all, the employee moves at his own pace, and as a result, the learning process is all the better for it. Secondly, adaptive learning, which is a natural consequence of digital learning, allows us to offer employees a training path and personalised support. This educational method adapts to each employee's learning path and profile.
This method relies on data, neuroscience and cognitive sciences to analyse employees' habits and needs.
Then, with knowledge of each learner's profile, adaptive learning, using algorithms, adapts the educational content to each person's preferences and needs.
Engagement through gamification
It is not always easy to find the motivation (and time!) for employees to train. Between work, leisure and personal life, training can be perceived as a chore. So how do you engage employees? This is the battle horse of digital training.
It is a question of exploiting all the resources offered by the LMS platform. We are talking about synchronous learning modalities, when the exchange takes place in real time (virtual classroom) and asynchronous, when the exchange takes place offline (e-learning module, forums, remote group activities...).
Content formats (image, text, videos, collaborative documents, virtual reality, podcasts, etc.) must also be taken into account when creating the learning path. Thus, the pedagogical content is varied, dynamic and makes employees want to learn.
The digitalization of training courses greatly facilitates gaming. By making training courses fun, trainers increase the chances of success for learners, who no longer feel that learning is a burden but a pleasure.
Besides, it's extremely easy to gamble a formation. For example, introducing a certification system whereby employees receive a badge at the end of their training helps to motivate them further.
Incorporating games during training helps to make them want to learn. Establishing a ranking after each end-of-training evaluation by rewarding the best employees encourages them to surpass themselves.
As you will have understood, digitalizing employee training thanks to an LMS platform will simplify the organization of companies and training organizations.
Initially, the administrative management of training departments is greatly simplified. Secondly, access to training is made easier for learners, who then benefit from a unique and engaging learning experience throughout their career. This enhances their skills development, to the delight of both the employees themselves and the companies.