SEED
It is estimated that the population of the world would be around 8 billion in the near future with the majority of the people under the age of 30 years. Insufficient employment opportunities due to slower economic growth, coupled with worldwide adoption of new technologies and artificial intelligence, the competition for employment and executive careers will undoubtedly accelerate in intensity. This has sprouted a culture of entrepreneurship as an alternative to organizational life-long employment. This culture of entrepreneurship is permeating all segments of today’s global society.
The risk of redundancy and declining employment prospects across the world has steered many of the younger people into seeking economic independence by self - employment and entrepreneurial adventure. Older employees are also increasingly facing the risk of retrenchment as downsizing is expected in all industries from manufacturing to financial services and to retailing. With uncertain reemployment prospects many of these future redundant employees would have to seek the alternative economic solution: self - employment or entrepreneurship. The entrepreneurship culture has also been accelerated by the worldwide web with new technologies and new business approaches.
At ANZ Institute we take cognizance of the changing trends across the world and we are dedicated to the preservation of the economic well-being of the individuals, their families and their communities, through re-skilling including entrepreneurial development for individuals to prepare them for a life outside mainstream employment. In this respect we are prepared to cooperate and work with governments, government agencies and social advancement organizations to help reduce some of the difficulties and stress that the unfortunate segments of our global society are now facing.
For more information about our Entrepreneurship Skills course, kindly visit https://www.anzilms.com/course/entrepreneurship-skills
DEVELOPING HUMAN CAPITAL WITH E-LEARNING
For
a
n enterprise to remain successful, its workforce must be dedicated, engaged,
skilled, and motivated. The only way your workforce can keep up with changing
demands, adapt to new technology, make novel procedures and breakthrough to achieve
their potential is through high-quality and relevant training. Training serves
three important functions at an operational level. It covers legally mandated learning
for legal liability and human safety, prepares workers for changes in the
market and it produces superstars who surpass expectations. In addition to
teaching proficiency in technology, specialized procedures and company
practices, training can aid employees to work fast, hard, smart, and be more
creative. There is only one issue. Traditional training is expensive. As a
result, training is one of the first places to cut expenses in lean times. Technological
development in the past couple of decades has now finally, lived up to its
promise in providing eLearning that not only compete with, but in fact, outperform
trainer-led classroom training. Let’s discuss the several ways eLearning can
support your human capital development plan.
Employees as Internal Customers
A
balanced enterprise is one that satisfies all its clients, external and
internal. External clients offer the revenue, and the internal customers on the
management team offer the direction, but the big internal customer that is too frequently overlooked is the
workforce. Employees are responsible for implementing the plan and dealing
directly with clients, so it’s vital to the health of an enterprise to ensure
the employees are there at the front. A motivated workforce can turn an average
organization into a cultural force such as those in Google or Apple. Workers
often grumble about the lack of needed courses that prevented them from getting
work done when it conflicts with their scheduled tasks. But professional
training is a perk that employees demand regularly. The solution to this
conflict is a wider range of lessons on a schedule that the employees can
choose for themselves.
Insightful
leaders prepare for the future by making sure there’re qualified leaders under
them who can take over projects as and when required. The right combination of
experience and skills for the next generation of leaders is easier to come by
when your organization fosters the right type of training. Providing training
in the skills your organization requires does not have tobean excessive drain
on resources for operational costs. Online training lets more ambitious workers
to self-regulate their learning experience. As a bonus, everybody in the
workforce – from the manager to the worker, feels extra valuable when they can
point to examples of promotion from within as a result of skills and knowledge
increases.
Spread Knowledge Faster
Staying
competitive means re-purposing on a dime. Campaigns, goals and even business
operations can change rapidly and are required to be communicated across the organization.
The best deal in training experience points to the conclusion that classroom
learning works great with 12 or a few attendants. For a big commercial
organization or enterprise, creating that optimal learning environment takes a
long time to cycle through the workforce. The only other choice is a cursory
introduction to major changes that can leaves many questions unanswered and a
disorganized learner response. Both options have issues with scheduling for
learning because of project deadlines, and emergencies that take away
attendance from the class. With distributed e Learning sessions, employees can
decide where their priorities lie and take control of their own scheduling. In
the simplest terms, it will be a waste of time for a classroom instructor to
detailed in-depth personal lessons for a few, and that would be far too cost-prohibitive
across the employee base. In those circumstances, e Learning is the most
reasonable go-to option.It can technically allow learning by many employees at
the same time and over a short time span.
Assuring Compliance and Protection from Liabilities
There
is no excuse for a crime, but the company that fostered a culture of
indifference is legally liable in today’s corporate environment. Companies are required
by a hefty stack of laws to state what acceptable and not acceptable conduct is
and to ensure that each employee is aware of these guidelines. These range from
anti-money laundering rules, circumventing sanctions and other regulations, and
sexual harassment and personal safety, to theft of customer information and
violation of privacy laws. As the business world has become more diverse with
corporations having employees of various ethnicity, the growing number of
languages, personality and cultural problems can derail critical operations in
various parts of the organization world-wide.Therefore, as an example, the
learning of compliance and protecting the organization from liabilities is as
crucial as learning and training of technical skills and their competencies.
E - Learning
makes compliance learning easier with interactive displays that also test
understanding, rather than just distributing a piece of paper or a video.
Online training can demonstrate on a personal level the advantages of working
together and understand the penalties for cutting corners. Everybody can learn,
take actions and ensure their organizations reduce risk and liability for
non-compliance.
Moving to Mobile
Carrying your
personal device in the workspace has advanced from trend to movement. Firms
save money since employees are purchasing and sustaining their work devices and
computers. Employees are bringing work home and on the road. Sales have
increased because the important information is right there when the prospective
customer requires them. There’s no doubt the workforce is going mobile, and
eLearning is poised to follow workers wherever they go. A growing number of
employees conduct business from home or remote sites, and coming to the office
just for training not practical. The use of eLearning by mobile is now aided bynew
technologies such as geofencing.
Geofencing is a location-based service in which an app or
other software uses GPS, RFID, Wi-Fi or cellular data to trigger a
pre-programmed action such as a specific learning programme, when a mobile
device or RFID tag enters or exits a virtual boundary set up around a
geographical location, known as a geofence.All of these now make
learning on the-go much more convenient and possibly much less costly than the
conventional learning at an instructor led location.
Conclusion
The
convergence of mobile workers and quickly developing technology, make eLearning
a flexible, price-efficient and agile choice for investing in the future of a
productive and innovative workforce. An enterprise can deploy training in the
Cloud to share the modern trends and knowledge in real-time with a highly
educated workforce. E-learning has indeed become a gamechanger in developing
human capital. If you are looking at your workforce with a keen eye towards
development and innovation well into the future, select eLearning to make sure
your workers have opportunities to grow, more efficiently and quickly.
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