Learning is key in the working world but learning at the point of need is another subject altogether. People are most motivated to learn when an urgent completion date is on the cards along with the standard not being compromised. And in today’s workforce, when mobility is ever increasing, it’s important for management to adjust.
In instances where training has been provided at the beginning of a role or project, no matter what the quality, it appears that a term called ‘knowledge decay’ can come into effect.
Retention of this learning is high in the first few days after learning but the impact of training fades over time, thus leading to wasted training and studying efforts. Therefore, sometimes, the best time to learn is at the point of need.
So, just how can this be achieved?
This scenario is becoming ever more present. Rapid technological advancements combined with a climb in customer expectations and a more forward-thinking business surrounding leaves employers desperate for training but time is not on always on everyone’s side.
This is where mentoring can step in.
A workplace mentor or learning support mentor is essentially a person who can provide guidance, knowledge and support to an employee along the way. So when an urgent task needs undertaking or a test needs to be passed, the mentor can be a great source of experience, knowledge and problem-solving.
They can be a colleague or a specialist on the outside world but the results provide benefits for both the employee and employer, such as employment growth and increased productivity.
Sometimes, nothing beats a good old Google search and this should be encouraged as far as training and learning on the go is considered, but there is more to Google than meets the literal eye.
Early in 2015, Google implemented a deeply embedded learning system called RankBrain, which helps generate results to search queries. In October of the same year, Bloomberg reported that RankBrain played a role in “a very large fraction” of the millions of queries that go through the search engine every single second.
Using a mobile device for learning at the point of need may not seem a likely option but it can be a however. For example, course material is rarely adapted for use on smartphones and the navigation of certain websites can be difficult as far as mobile operation is concerned.
Whilst learning providers are looking to iron out these technological kinks, there is another way in which a mobile device can be used for learning. Communication is becoming more mobile and so the relationship between users of modern technologies and educational facilitators is going through big changes.
The inclusion of texting in teaching practice can increase motivation and in terms of relevance, it can also make learning much more applicable to the needs and likes of students.
Let us be there for you at your point of learning need. Get in touch to find out how we can help.