IT Leadership: 3 Strategies for Creating Employee Development Programs

Over the past two years, we have experienced a long-term transition to hybrid and remote working, rapidly accelerating digital transformation in the workplace. However, the structure of remote work and rapid technological advancements have created a challenge for organizations and CIOs, especially when it comes to creating training and development programs that last.

Creating educational development programs that are not only engaging, but also accessible, impactful and inclusive is the need of the hour. According to a recent study by Accenture, 62 percent C-level executives didn’t know how to use information to grow their workforce in an increasingly digital economy. As organizations aim to fill this important knowledge gap, here are three critical steps to consider as we move forward into the future of workforce development.

1. Adopt rapidly developing technology

With the pandemic accelerating the speed of technological innovation, there is a lucrative opportunity to embrace digital experiences and adopt more “experimental” training program channels. As we welcome new digital experiences, adopting a risk-tolerant mindset is critical when thinking about workforce training technology.

Going forward, there is a growing opportunity to leverage and expand metaverse and virtual reality (VR) technologies to fully engage employees and users. walmart, for example, is already using VR headsets to train employees in online ordering across all outlets. Additionally, hyundai and Samsung are now using metaverse technology to design virtual worlds for recruitment and onboarding that are insightful and realistic.

[ What IT skills will be hot in the year ahead? Read Top IT skills to build in 2020, according to CIOs. ]

Across a new frontier, these technologies have the potential to deliver an extremely inviting and customizable experience that has never been available to organizations before.

2. Prioritize constant improvement

This speed of innovation has made it even more imperative to constantly retrain and upskill employees to ensure the workforce is ready to adapt to ever-changing applications and data sharing methods. Expecting employees to learn for themselves puts organizations at risk of a critical data breach or potential workflow inefficiencies in the future.

When it comes to upskilling, workforce development is not a one-size-fits-all solution.

When it comes to upskilling, workforce development is not a one-size-fits-all solution. Organizations must continually provide regular workforce development programs for emerging software and applications to stay ahead of evolving technologies and cyber threats. This is good for the business from a growth perspective, as employees learn new platforms and solutions to help optimize the business, and from a risk aversion perspective, as workers will be trained on ransomware and other necessary threats.

[ Read also: IT talent: 3 tips to kickstart employee career development ]

3. Know your audience

When it comes to creating educational programs that stick, it’s essential to keep your audience in mind. Effective programs should be accessible to everyone and tailored to appeal to different audiences within an organization rather than as a one-size-fits-all solution. Dividing employees by skill level and background, geographic location, or even social parameters such as learning style (visual, auditory, kinesthetic, etc.) can enhance the effectiveness and lasting effects of any training program. teacher training.

Additionally, targeting your training programs to distinct groups allows for more advanced and personalized development opportunities that can be designed to further develop and hone specialized and highly valuable skills.

It’s not all smoke and mirrors. A survey of The Harris Poll reveals that 70% of American employees are at least somewhat likely to leave their current company and accept an offer from a well-known organization to invest in employee training and development. With the evolving challenges facing organizations today, workforce retention and maintaining hands-on leadership is a primary concern.

Retaining and developing your company’s talent and productivity starts with understanding employee needs and the day-to-day challenges your workforce faces. Now more than ever, it’s critical that business leaders recognize the need for high-level workforce development programs because underdeveloped and outdated training could cost them their talent and their bottom line.

[Where is your team’s digital transformation work stalling? Get the eBook: What’s slowing down your Digital Transformation? 8 questions to ask.]