How have training processes changed over the last 20 years?

Over the last 20 years, there have been major strides to transform the training process for managers both young and old. But in2020 and 2021 these changes really accelerated. There were two  reasons for this, technological advances and the pandemic. The two go hand in hand. In the long periods of forced confinement, new technology found a way of ‘getting around’ problems and in the process cut out many traditional, manual training practices. Indeed, the whole training process has been changed dramatically.

Training processes are now very different from what they were at the start of the century, and in this article, we will explore the main differences that the period has witnessed.

The time it takes to complete the training process

In summary, the 2021 training process,when compared to what it was in 2001, has sped up and slowed down at the same time.

The training process has sped up

In 2021, when you are offered a new job or a changed role, you are often given login details to an employee’s section of the new company’s website. Here you’ll find the necessary training materials that you need to complete before you start officially working. Usually, this includes either a livetraining session (on platforms such as Zoom or Microsoft Teams)or a setof pre-recorded videos. Both of these can be completed in any location and with high flexibility in timing. This speeds up the whole training process as it means that you can complete the training process in one sitting. Plus with online tests, your understanding of the content can be tested in a faster time.

The ability to train people in this way only came into full effect during the pandemic. In 2001, the technology necessary to do this just wasn’t in place.20 years ago, such training processes were slower, one reason being that they had to be arranged for a time that suited both traineeand trainer, for example.

The training process has slowed down

What we mean by this is that the training process is technically continuously ongoing. Yes, you must complete the process outlined in the aforementioned paragraph, but with the wealth of extra materials that can be found on the employee platforms also talked about, the training process can be extended.

If during the job a trainee felt uncomfortable about a certain task, they could simply log on and find these guides. Whether this is done two weeks into the job, two months, or two years, there is no expiration date on when you can access these materials. This is what we mean when we say the training process has slowed down. In 2001 this wasn’t possible. Your training process was your training process, and that was that.

What other effects has this new technology had?

Perhaps the biggest change has been that the ‘virtual’ and ‘face to face’ world have now become better integrated. This allows a whole new way of training and imparting information to be employed. For instance, it would allow a company to involve its staff in a training simulation of how to deal with a crisis when they were in many different locations and time zones.

The other is that the increased power of computers allows complex training simulations to be carried out, in ‘real time’ with ‘real’ and ‘believable’ reactions to all decisions and actions being ‘fed back’ to all the students involved.

This is a far cry from a professor or training professional standing in front of a Power Point presentation or a complicated flow chart. Using simulations, staff are actually involved in the process, making real decisions in what for all intents and purposes, is the ‘real world’.

And all without the risks that are naturally present in the working environment.

For more information on how Simulations have changed the training process forever, contact Prendo.

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