Many corporate learning and training efforts fall short because they stop at delivering knowledge — giving employees new information about digital trends and tools, for example, but no opportunities for using them. For example, a conventional course covering blockchain might require an essay or test that demonstrates that the student knows how a digital ledger works, why it requires a great deal of energy, and how it might be adopted by a bank or supply chain. An upskilling effort involving blockchain would involve designing and programming a blockchain-related application relevant to a person’s job, such as a prototype electronic ledger to track shared documents. The more directly applicable the learning is to a person’s work, the more meaningful it would be as an upskilling experience.
Authors: Ann Johnston, Darren Lee, Mike Pino
Source: “strategy+business”
Subjects: Human Resources, Training & Development
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