[et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0px|0px|0px|0px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ custom_margin=”|auto|-6px|auto||” custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.23.1″ global_colors_info=”{}”]<\/p>\n
With the latest health crisis, employees are increasingly looking for ways to upgrade their skills in order to renew and adapt. Companies must therefore innovate in the area of training to meet these searches and needs to continue to attract and retain talent. But what do employees really expect in terms of training? <\/span><\/p>\n With a significant increase in the challenges of employability and employee career paths, today’s organizations need to be constantly proposing innovative solutions and tools.<\/p>\n 55% of employees <\/span>consider that to acquire <\/span>new skills<\/strong>, it’s easier to change companies; relatedly, they report that their current employers don’t give them enough scope to develop new skills. <\/span>improve their skills<\/strong>. Thus, the following question can be asked: what do employees want?<\/p>\n On the one hand, companies have a greater interest in innovating <\/span> <\/span>skills upgrading<\/strong> and <\/span> <\/span>retraining<\/strong> their employees.<\/p>\n On the other hand, the recent health crisis – which has left many brands still reeling today – has prompted them, and their employees, to rethink and re-envision <\/span>training<\/strong> <\/span>(in the broadest sense) in order to renew themselves, but also to adapt.<\/p>\n Training is therefore one of the solutions: it helps to improve the company’s performance. <\/span>knowledge, know-how and interpersonal skills, and to develop the skills of our teams<\/strong>. This boosts the competitiveness of organizations and increases their outreach. But how do you <\/span>attract and retain new talent<\/strong> <\/span>via the <\/span>training<\/strong> <\/span>?<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n After its first applications in higher education, adaptive<\/span>adaptive learning<\/strong> or<\/span>adaptive learning<\/strong> began to gain ground in the late 2000s; historically, this method harks back to the so-called “non-computer era” and to another school learning method: private tutoring.<\/span><\/p>\n Benjamin Bloom, like “many twentieth-century psychologists, extolled the merits ofpersonalized<\/strong>, face-to-facelearning<\/strong> as a more effective method than traditional teaching”.<\/em><\/p>\n In 2015, this approach, “<\/span>designed to offer a learning experience that is both individual and progressive<\/em>“<\/span>was still in its infancy.<\/span><\/p>\n Since the pandemic,adaptive learning<\/strong> <\/span>, which brings together a range of tools – big data, artificial intelligence, machine learning – and is based on research and work in neuroscience and cognitive psychology, has become much more prevalent in companies.<\/span><\/p>\n At a time of <\/span>training evolution<\/strong> <\/span>– from individualization just a few years ago, to hyper-personalization today – this approach enables data to be collected and analyzed in a way that is relevant and useful to the customer. <\/span>Training Managers and HR Directors<\/strong>. There are 2 “types” ofadaptive learning:<\/strong><\/p>\n The latter is concerned with the adaptability of the Training on a course in its entirety.<\/p>\n Today, it is represented by organizations such as Domoscio in France, Knewton (Wiley) in the UK and in the US, but also by agencies (Didask, Teach Up, Woonoz, etc.)<\/p>\n This variant is today the one embedded in many Learning Management Systems (LMS) (RiseUp, Syfadis, Dokeos, Litmos) and is very much proposed by these same agencies or via solutions like 1Minute, Beedeez.<\/p>\n It pushes granularity and focuses on what is found in each training brick or module: these tools encourage “memory anchoring”, also combating the forgetting curve.<\/p>\n It is important to note thatadaptive l<\/strong><\/span>earning<\/span><\/strong> <\/span>is not THE solution,<\/span> <\/span>but a tool<\/span> <\/span><\/span>that combines support and <\/span><\/span>to a need for <\/span><\/span>personalization<\/span>to ensure pedagogical success and, consequently, the successful <\/span>skills enhancement<\/strong> <\/span>of users enrolled in a course of this type. <\/span><\/span>of this type<\/span>.<\/span><\/span> <\/span><\/span><\/p>\n To anticipate the recruitment challenges of tomorrow, it is essential to develop solid adaptation strategies. In our dedicated article, you’ll find the keys to adapting as a recruiter<\/a><\/strong> and remain effective in a constantly changing environment.<\/span><\/span><\/em><\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n To maintain the attention and desire of talented people, and attract new, skilled employees<\/strong>, companies can also capitalize on <\/span>gamification of their training courses<\/strong>.<\/p>\n With gamification of training, we use the power of games in a context other than entertainment. Used in marketing and communications, the <\/span>gamification in training<\/strong> <\/span>corresponds to a set of playful mechanisms designed to “gamify” learning content.<\/p>\n The objectives are multiple, with a view to personalizing the relationship with the <\/span>training<\/strong> <\/span>and optimize retention rates. In short, the <\/span>gamification of training<\/strong> <\/span>can be an effective way of making learning more engaging and improving knowledge retention. And in recent years, the medium that has been particularly popular as a vehicle for this gamification is, of course, the cell phone.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n The <\/span>mobile learning<\/strong> (also known as<\/span>M-Learning<\/strong>“) is emerging with the exponential growth in the use of smartphones in everyday life, during a recent phase of <\/span>development of training accessibility<\/strong> for user-learners.<\/span><\/p>\n One of its starting points (and one that didn’t just concern the <\/span>In<\/strong> 2009, Xavier DALLOZ invented and registered the neologism “mobiquit\u00e9” (a fusion of the words mobility and ubiquity), flanked by its long acronym, ATAWAD: AnyTime, AnyWhere, AnyDevice, or the ability of a user “in a mobile situation to connect to a network without constraint of time, location or terminal “6<\/sup>. The <\/span>mobile learning<\/strong> <\/span>brings together tools and solutions (native applications, web-applications, platforms) that support learning via mobile devices (computers, tablets or smartphones). The advantage is its ease of use: you can be trained whenever you want in the place of your choice. The <\/span>mobile learning solutions<\/strong> <\/span>are well known for their use of gamification (Beedeez, Teach on mars, Sparted, etc.). [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.22.1″ global_colors_info=”{}”]<\/p>\n The <\/span>social learning<\/strong> <\/span>with, for example, the advent of the <\/span>Learning Experience Platform<\/strong> <\/span>(LXP). For example, the <\/span>RATP<\/a><\/a><\/strong><\/span> <\/span>allows knowledge to be shared in video format via tutorials. Finally, it’s worth noting that <\/span>social learning<\/strong> <\/span>is a practical, digitalized extension offormative interaction<\/strong>, which we link to peer-to-peer learning, in which “interactions based on positive interdependence are proving to be a valuable tool, noting, among other things, that they are based on ‘cooperative learning devices'”.<\/em><\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n Immersive <\/strong>learning <\/strong>is a method in which learners personalize their learning experience<\/strong> through virtual or augmented reality.<\/p>\n This active teaching method concretely engages the employee by plunging him or her into the heart of the action in a virtual universe, but close to his or her professional environment. As you can see, being immersed in a virtual space can enrichlearning <\/strong>by bringing a cognitive aspect, but also by integrating a sensory aspect that is essential in many situations in the world of work.<\/p>\n The advantages of virtual reality have been demonstrated in HSE (health, safety and environment) training, for example. Work on pedagogical innovation <\/strong>and its artifacts has demonstrated the benefits of gamification, which is more easily integrated with VR, or how its use – which has sometimes become a prerequisite in the design phase – in training courses is highly relevant (changing levels, accessing a new mission, entering a new episode) and thus contributes to the learner’s success and skills development<\/strong>.<\/p>\n By usingimmersive learning<\/strong>, companies can offer a more engaging and relevant learning experience<\/strong> for their employees. By immersing them in virtual environments close to their work environment<\/strong>, learners can acquire practical<\/strong> and sensory<\/strong> skills<\/strong> that are essential for their professional development<\/strong>. Immersive learning<\/strong> can thus help companies to retain<\/strong>, attract<\/strong> and develop<\/strong> talent by offering more effective and engaging training<\/strong>.<\/p>\n
\nIn this article, we suggest some innovative ways to effectively support your employees in their professional development. <\/span><\/p>\nTraining through adaptive learning<\/h2>\n
\nThe predictive analysis of this data enables the <\/span>training<\/strong> <\/span>gain in efficiency thanks to statistical deductions, by being able to propose the most appropriate courses for a given level.<\/p>\n\n
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The gamification of training<\/h2>\n
\nFor example, <\/span>“making training fun<\/strong> <\/span>allows :<\/p>\n\n
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Using mobile learning to train<\/h2>\n
\nIn recent years, the letters A and C (for Any Content) have been added – giving ATAWADAC – to signify the possibility of accessing any content. <\/p>\n
\nThey are also developing via the emergence of <\/span>collaborative games <\/span><\/strong>which are now part of the <\/span>social learning<\/strong>.<\/p>\nTraining and interacting with social learning<\/h2>\n
\nThe COVID-19 pandemic has forced organizations <\/span>training<\/strong> <\/span>is the main sector of activity, or start-ups in the NTIC sector, to recreate social links where there were hardly any left.<\/p>\n
\nThis sharing is done with the <\/span>Beedeez<\/a><\/strong>which allows employees to rank each other to stimulate participation; a player in the banking sector offered its employees an interactive course in the form of a game as part of the presentation and adoption of a new business tool; another banked on the combination of “ludification-mobile-memory anchoring” as part of the launch of its CFA, to offer its work-study students a new way of learning in a post-Covid-19 era.<\/p>\nImmersive learning<\/h2>\n