Creating a self-training culture: The challenge for training teams

For a long time, training has been reduced to our education and its professional anchorage. In a formal setting, such as a company, we have the idea of training as an adjustment of our abilities. We have an obligation to comply with current regulations in order to continue to operate our business. Training takes a passive and submissive form, hence the major challenge that HR teams have set themselves today to develop a culture of self-training.

Development management and knowledge exchange

Today, self-directed learning, recognized as one of the most effective corporate strategies for maintaining productivity and retaining talent, has become a top priority for training teams. Indeed, more and more companies are looking to invest in training as a performance and motivation lever. With the rapid development of technology and the modernization of learning processes, companies are integrating new media. Development management and knowledge exchange tools are becoming more and more present.

The existence of vocational training management systems, with frequent upgrades, has aroused great interest in companies. Of course, the cost of this service is important but companies have quickly understood the importance of investing in the development of their employees’ skills. These learning management systems include Cornerstone OnDemand (NASDAQ: CSOD), the leading provider of training and human capital management software. The publisher offers its customers an advanced training platform with customizable learning features.

Launched in 2017, the new interactive and intuitive interface of its solution allows each user to benefit from a personalized and continuous training offer.

Self-training through social networks

In parallel with the growing evolution of learning management systems, professional platforms such as LinkedIn, the world’s leading social network, offer companies a complete and diversified range of online training. Whether you want to develop skills on how to handle a difficult conversation in the office or learn tips on how to maintain a vegetable garden, you will have access to personalized content relevant to your interests. In addition, there is e-learning software, such as SAP Litmos, which allows users to take personalized online training courses based on questions to assess your knowledge.

Training goes mobile

Also, the training, in addition to being innovative, is becoming mobile. Many training tools are now available online. Employees can develop skills whenever they want, wherever they want and on any device (phone, tablet, etc.).

Training culture: how has it evolved?

The Training teams offer a wide range of innovative individual and collaborative training courses, combined with a real diversity of opportunities. We’re moving away from the formal approach to training, with a more diversified content and a delivery method better adapted to our day-to-day constraints.

Unfortunately, this rapid rise in new training materials and tools is not keeping pace with the evolution of attitudes. Training, with its initial connotations, the workload of each one, our personal commitments, etc. are all reasons for not being able/willing to devote time to training ourselves. Although most training teams have adopted the latest training materials and tools to create a self-study culture, they will have to develop a “pull” strategy to attract employees to the training content.

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• 5 obstacles to the digital transformation of finance functions

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• Better managing talent to overcome the obstacles to digital transformation in the finance function
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• Identify the business processes in the finance function that would benefit most from digitization
• Security at the heart of the company's financial transformation
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