How COVID is Changing the Way Corporates Train Employees

In the first half of 2020, corporate training has changed. This is not to say that old methods and tools have become unnecessary. But we can say for sure that it is now necessary to teach employees differently. Because employees are no longer confined to the office building and workplace properties and can be located anywhere.
Most conference rooms are still closed, and traditional classroom teaching has been suspended since spring. Nevertheless, corporate training and professional development have not lost their relevance. Considering how many people were left without work and how many jobs and industries need radical transformation, such formats as retraining have come to the fore. Companies began to rethink tools, methods, practices, and training priorities.


The world has changed, and corporate learning has changed.

During the quarantine, corporate training didn’t just change. It was transformed into a new form. This became noticeable as soon as they announced the relaxation of quarantine measures: the training remained the same as during the quarantine. No one was in a hurry to return to the pre-quarantine period. Everyone learns as if the quarantine continues. Companies have appreciated the benefits of new training. So the Covid-19 virus launched an irreversible process in corporate education. Good or bad – time will tell. Now it seems that it’s gotten better. We went to this before, and the quarantine just forced us to accelerate. Currently, the channel for communicating knowledge and competencies is not just changing – there is a complete redesign of training programs and their implementation methods. The dynamics, group activity and practical study of tools have become identical to traditional training as if it has always been so. In our opinion, there are no results in losses.

Factors influencing learning

The concept and forms of training are influenced by four groups of factors, around which the educational process is built:

  • Technology and online channels
  • Demography
  • The nature of the workplace
  • Digital marketing

If we talk about corporate training, then this is a systemic process, which is influenced by three different groups of factors:

  • The changing nature of labor force demographics. Learning becomes different because people become different. And classroom teaching methods are not suitable for everyone and not always.
  • Changing the nature of the workplace. This factor became especially important during the quarantine. People started working remotely. For many, this turned out to be unusual, unpleasant and difficult. But it was impossible to change this, so the staff had to adapt.
  • The impact of digital marketing. Marketing has become a must in training. HR must understand its laws, and external and internal marketing rules are very similar. Taking advantage of this, some companies have even combined two positions into one – “director of external and internal communications”. The external function is marketing, and the internal one is PR and HR. And this dramatically affects the organization of training.

The Bottom Line

The world continues to change. Every day we read the news and see that everything is moving, transforming. Somewhere it is abrupt and painful for someone, somewhere – smoothly and imperceptibly. But change is inevitable. And it makes sense to use them for the benefit of your business!

Benefits of Micro Learning in Corporate Training

Over the past two years, micro-learning has gained recognition for good reasons.
In a digital environment filled with distractions, average attention spans decrease. Therefore, it becomes essential to offer specific and targeted training content to capture the attention of learners. This is precisely what micro-learning offers.


What is micro-learning?

Micro-learning is a digital learning method based on an educational path made up of short modules (30 seconds to 5 minutes). Each micro-learning content is devoted to an exact notion or concept. At any time, available to the learner, micro-learning allows employees to access training content when they need it, at their workstation or on the move, and all devices. Here are five essential benefits of micro-learning:

  1. Straight to the point!
    Micro learning allows a long training to be broken down into short units (or modules). It is used to provide information on a specific subject and aim for a determined result (behavior, competence, etc.) based on repetition and participation. Its sessions can vary from a 30 seconds to 10 minutes, but they usually last from 2 to 7 minutes. For example, they can take various forms: short demonstration videos, multiple-choice quizzes submitted by text message or even reminder of concepts sent by email. This form of learning is suitable for providing a precise response to the learner’s immediate need, finding a solution to a given problem, or updating specific knowledge.
  2. Better retention of concepts
    Knowledge retention performance differs depending on the formats offered and the type of content. The memorization results improve by combining several media, but retention rate improves significantly when the module deals with a single subject. Therefore, by offering the learner multimedia content centered on a single concept processed in a concise format, micro-learning ensures excellent retention of ideas and an efficient training process. The retention performance is also due to the 24/7 availability of micro-learning content, which allows the learner to return to the module and review it to refresh his memory.
  3. Better application of learned concepts
    As the micro-learning modules progress, the learner integrates new ideas to apply in his daily work. Micro-learning modules promote understanding of concepts and their application in real life because they are designed to be taken when the learner needs them on-the-job. The application is, therefore, immediate and also participates in the excellent retention of information.
  4. Micro-learning and Mobile-learning
    Lightweight, targeted and short, micro-learning training is a format perfectly suited to a smartphone consultation. Deploying multi-device micro-learning courses can prove to be an excellent way to test the adoption of mobile-learning uses by employees and their appetite for this training medium. Micro-learning offers a high-performance training mechanism based on many criteria: learner engagement and retention, cost of implementation and deployment time, etc. Short just-in-time formats available everywhere, on all media and at any time are also popular with learners because they correspond to their daily uses of digital content.
  5. A winning formula for the company
    Quicker to design and update than lengthy training, micro-learning can be a smart choice for companies. Whether it is to inform the new employee in small doses about internal policies, stimulate team spirit, or explain machines’ operation.

The bottom line
Micro-learning has everything to appeal to millennial, who will soon be in the majority in the job market and other workers. This is because everyone has more or less the same pace of life and uses the same mobile technologies and web 2.0 daily. Adopt micro learning in your organization training today