A major takeaway from 2020 is that the L&D team’s ability to concentrate on learner requirements and strengthening corporate strategy and tactics is vital for success. Equipped with the experience of 2020 and a strong need to associate to the new normal, the training and development planning for 2021 should center on the following:
- The capability to advance training and development, focusing on skills and performance consulting that can sustain the business goals.
- Reframe our point of view on what effective training is. When COVID struck in March 2020, many organizations transitioned their training from face-to-face to virtual programs, hoping to make a one-to-one conversion. But looking ahead, it’s clear that a transition needs to involve a re-evaluation of significant training metrics and success measures.
- L&D teams must set up proposed solutions on the basis of enterprise strategies and goals, make sure that all stakeholders have a say in the process, and foster an environment of continuous learning.
This is specifically what this eBook addresses.
Section 1 – Planning Your Remote Learning Strategy
This section provides insights on the aspects influencing corporate training and the focus areas that can aid you in creating effective training and development programs in the year 2021. It also comprises 8 strategies that can assist you in crafting your remote employee training content development strategy.
Section 2 – Training Delivery Strategies for Remote Employee Training
This section describes the training delivery strategies and content formats you must invest in. It also explains how you will be able to leverage Microlearning to support learning in the flow of work and lists various Microlearning strategies you can apply to drive continuous learning.