5 Trends Driving Learning in 2022 & the Role of a Learning Management Software

Learning trends are defined by over all change in society and human lives have changed beyond doubt and deliberation. According to a Pew Research paper, the current trends have far-reaching effects on businesses, as the pandemic has reshaped supply-chains, consumer behavior, currency systems, not to forget the shift to gig economy. Organizations have had to take a hard look at their way forward, as they try to accommodate recession and the ‘Great Resignation’ simultaneously. Covid19 has made the importance of an agile learning environment clear to the  companies and upskilling and reskilling has been the top priority for 59% organizations this year (LinkedIn Workplace Learning Report 2021). In this blog, we are going to talk about the trends that will drive learning in 2022 and the role of Learning Management Software as the driving force behind it all.

 

Learning Trends of 2022 & Learning Management Software

 

Employee Engagement and Retention

The ‘Great Resignation’ is real, and people are quitting faster than companies can hire. According to Gallup, 48% of the US population is on the lookout for better opportunities. This is a trend that started in 2020, with 300% growth in upskilling effort from an individual learner (LinkedIn Learning Report 2020) and has continued in 2021. Employees are eager for companies that provide opportunities to grow within the organization with continuous learning support for skill development and enhancement. The modern learning experience platform engages the learner with AI-powered learning recommendations based on their skills, industries, and processes.

 

Skill Assessment and Evaluation

The World Economic Forum had announced the Second Industrial Revolution and need for upskilling due to heightened digital dependency in the very beginning of 2020. Covid19 only accelerated digitalization in all sectors. While the nature and technology of many jobs are changing across banking & finance, pharma, retail, and even government departments, employers do not have the time to waste on redundant efforts. Businesses need to assess the skills of their employees faster as they fight the lack of digital-savvy workforce. A learning management system with an in-built on-job-evaluation feature can help in flexible and objective job performance evaluation across roles and multiple hierarchies.

 

KPI Based Learning for Performance Support

The buck does not stop at evaluation of performance but providing real-time support for performance enhancement. According to JoshBersin.com, this year job postings which offer on-the-job training have gone up by 40%. C-Suites of companies engaged in successful businesses have realized that learning is not an exclusive activity that happens inside a classroom but a reinforcement of habits. An employee needs to be triggered learning content based on their own performance metrics or skill gap. A Learning Performance Platform integrates with the various business tools like CRM, QMS, and ERP to collect data on an employee’s key performance indicators. This data is then used to upskill employees and ensure they can meet performance goals.

 

Virtual Learning of Dispersed Workforce

Remote working has become such a norm that 33% of L&D leaders have virtual onboarding as their top concern (LinkedIn Workplace Learning Report, 2021). However, they have also come to realize that providing effective virtual training for the globally dispersed workforce means a lot more than a video call or a conferencing tool. Remote training needs to engage with the employees right from the onboarding to help them adjust with the company culture. Effective learning will require identifying training needs and skill gaps, tracking certification and compliance, keeping employees updated with refresher content and more. An extended enterprise learning management system with multiple training format support for learners and seamless user management for administration, is the key.

 

All-in-one Technology and Easy Integration

Experts all over the world are warning against the excessive use of technology. The future will need all of these functions to come together for a singular human experience. Sophistication of technology lies not only in invention but also integration with the existing tools and technique. The ability of a learning provider to step up to this game will decide their journey in the new era.

 

At G-Cube we are continuously researching the various aspects of human learning and the role of the learning management software in this journey. We would love to collaborate, talk, and listen to anyone who is interested in the same domain. Do write to us and Happy New Year!

Hypercare via LMS, the solution for Employee Development in BFSI

Banking, Financial Services and Insurance (BFSI) industry is fast growing worldwide due to the rising per capita income, introduction of new products, innovation in technology, expanding distribution, networking, and increasing customer awareness of financial products.

 

The customer base for this sector is highly tech-savvy, short on time and always looking around for competent and personalized services. To meet customer requirements, there is a need to establish a productive workplace which is free of human errors, security threats and brings premium banking & financial products or services. Hence, BFSI sector need to build a strong & highly skilled team of professionals to remain innovative and quickly adjust to the external changes.

 

Business Challenges in BFSI sector

 

The Global reports confirm a dismally low employee engagement of just 33% and as per survey reports, an employee turnover rate of 24% in the BFSI industry – one of the highest among all industry sectors.

The industry leaders have tried to control attrition, but the steps have not resulted fruits. So, attrition is going to stay, and we need to find ways to reduce the impact of attrition. One way to reduce the impact of attrition to smoothen up the onboarding process which can help to speed up new employee become proficient quickly and the loss of productive hours and business performance is reduced to minimum.

 

Let us look at two important issues that need attention

 

Faster Onboarding

 

Huge customer base using banking & finance services as per their individual requirements and to handle them in an effective and efficient manner, there is a need to have a set of skilled professionals. Thus, arises the requirement of faster onboarding of the skilled set of workforces which includes agents, distribution partners and the workforce working in their respective branches.

 

Upskilling & Training Workforce

 

The rate at which BFSI sector is transforming, there is really urge to upskill the workforce. Post COVID19 situation, banks and other financial institutions have looked to make most of their processes online. For example, the opening of the accounts and completing KYC formalities have gone digital. Employees need to be trained to deal with the online customers and help the customer have a seamless experience.

 

The Role of a Training & Learning Platform

 

The higher aim of learning is not only acquiring skills but changing behavior. By transferring the right knowledge and skills, it is possibly change the behavior of employees and stakeholders which is necessary for business continuity and competence. Let’s talk about the role of a LMS in Banking in managing the training and learning process at the organization level.

 

The learning management system comes with several features that can create learning journeys more appropriate for an individual. The LXP variant of LMS brings AI driven suggestion engine, place for learners to find skills-based learning. The Learning Performance Platform variant integrates with your business processes and tools to get data on your business goals and performs skill gap analysis. Combined the features of these learning management systems provides the right environment for the employee to remain engaged, upskill and perform as per the intended KPIs.

 

Once new workforce has been hired, comes the Hypercare phase which starts right at the onboarding phase. Hypercare basically means an elevated level of support for the new hires to ensure the seamless adoption of a new system.

 

 

Commenting on the need of Hypercare through a BFSI LMS, Bharat Jain, AVP – Learning Technology, G-Cube shared “Post onboarding, hypercare is essential to ensure learners stay focused with regular training interventions as well as daily sales huddles. LMS brings various ways of training need identifications and automation to conduct daily huddles.”

 

Therefore, Hypercare phase helps in developing culture of continuous learning where the employee gets the necessary support and guidance to perform well, feel confident and grow personally while adding value to the organization.

 

If you want to see how it works, try demo of a Learning Management System which is built in consultation with BFSI industry experts.

Cooking up Culture: Blending Merger, Acquisition, and Motivation

Communication, Communication, Communication!– The successful mantra to anything.

 

In mergers and acquisitions, it is all about how, when, and in what frequency you communicate with the employees to adapt them to the change. The marrying of two different cultures, goals, and vision needs to be smooth and seamless to make this a success.

 

“Organization is for the employee, by the employee and of the employee,” therefore, with employees at the heart of all plans and goals, leadership should take special care to ensure that they maintain proactive communication with the employees in a complex situation. Since many employees end up being associated with the organization for a significant part of their lives, they treat it like their own family. Thus, addressing them becomes important. During a merger or acquisition, employees experience a range of emotions. But often, the leaders focus only on:

• Financial projections
• Organizational charts
• Contracts

 

The majority of mergers and acquisitions fail because leaders ignore the emotional needs of their employees. Therefore, leaders focusing on improving the employee experience and effective communication prove to pull the best out of such situations. After all, the M&A process will go as far as your people together take it. If the business does not understand the effect of the merger on employee motivation, their efforts could fall flat, which is not an ideal situation for anyone. It results in a loss of time, effort, and money.

 

Let us look at some statistics on global M&A activity:

 

• According to Refinitiv reports, the global M&A activity dipped in 2019, yet it was the fourth biggest year since data collection started in 1980.
• According to Fortune reports, M&A activity in 2021 has totaled a record of $2.4 trillion globally, up 158% from the same period last year.

 

 

If you have ever been involved in an M&A, you would have seen the firsthand impression of how critical its culture and communication become for the success of integration. But unfortunately, the clash of culture and lack of clear communication becomes the number one reason for the deal’s failure.

Imagine for a moment: your CEO just announced the acquisition by an MNC. A flood of worry overcomes you and your colleagues. Your mind crosses multiple questions, all wanting immediate answers. You are sweating!

 

The announcement of acquisition hit on everyone on the level of Maslow’s Hierarchy of Needs:

• Physiological – what if I have to relocate?
• Safety – what about job security? Is it safe? Do I have to compete with an employee of another company for my job?
• Belongingness – how will I adjust or fit in with the new culture, new people, and the new management?
• Esteem – will I be respected? Will I be considered for promotion, and will my work and effort be appreciated?
• Self-Actualization – what about my growth? Can I still achieve my personal growth?

 

When employees start thinking about mergers and acquisitions, they think on these lines. It is better to address them instantly than to face a poor productivity ratio, which is typical during these times. It is usually noticed that anxiety reduces the productivity rate to half of the normal during these times. The questions or doubts in employees’ minds take the best of them.

 

What approach would lead towards successful M&A:

 

• Address anxiety
• Setting clear new goals and bringing everyone on the same page with it
• Communication with the employees
• Streamline and clarity of the new roles and structure in the organization
• Create enthusiasm
• Build trust
• Foster culture champions
• Work on synergies

 

I would like to conclude this critical situation with some positive notes:

First, a synergy is where the whole is greater than the sum of its parts. When two or more organizations combine their efforts, they can accomplish more together than separately.

Instead of merging everyone under one of the old company cultures, find a way to unite everyone under a common set of values.

Increasing Learning Uptake Using a Learning Management Platform

The self-paced learning market is predicted to decline by $33.5 billion by 2021 according to the eLearning Industry. That is a particularly unexpected statistic given the flexibility self-paced learning offers, which is a perfect fit for working professionals. However, motivation has been a challenge. Learners do start on courses but leave midway through unless there is a compliance requirement, or the training is mandatory for their employment. Even then, it is a task for the L&D teams to get employees to actually engage with their learning content, which is intended to enhance their performance.

 

This is a dire situation as seven out of ten companies reported talent shortages in 2019 (ManpowerGroup, 2019). Reportedly, 82% of them are prepared to hire and train employees lacking the required skills (Robert Half, 2019). Although the World Economic Forum has been predicting talent shortages and suggesting enterprise upskilling efforts for some time now, the disruptive technology adoption during the pandemic period made people look at the issue with more seriousness.

 

According to LinkedIn Learning, from 2019 to 2020, the number of enterprise learners more than doubled, and the amount of learning has also increased by 58% more hours per learner. This number contradicts the statistic shared above about self-paced learning losing popularity. Analysts are of the opinion that the problem is not lack of curiosity or willingness to learn. The problem is lack of visibility of a growth path linked with the learning.

 

Individuals are interested in growing in their careers and for that they are willing to put in the extra effort. But the learning initiatives taken by organizations fail to integrate these programs with the career goals of their employees. If the employee realizes the importance of the program to their individual performance and career, this will drive them to engage with the course and complete the learning exercises that they started.

 

Another challenge for corporate learning is the learning platform. A professional with 16+ years of industry experience, Nikhil Kumar, AVP, Learning Technologies, G-Cube says “If you’re wondering why your LMS is facing issues with uptake among the learners, here’s an honest fact for you—they don’t have enough reasons to come back. To truly engage a learner with the system, they need to find reasons to come back asking for more.”

 

While there can be many strategies to increase learning uptake, I would like to suggest some ideas to increase learner engagement and learning uptake by using a learning management platform effectively.

 

Enable Individual Career Advancement

 

Getting a disenchanted employee to focus on their learning requires showing them a value in that learning. Employees are now in charge of their careers and expect not only flexibility but autonomy. Providing a learning infrastructure that not only assigns training but makes interest-based learning available and accessible attracts the employee. The Learning Experience Platform can deliver learning based on the employee’s choice and need. A channel-based user interface segregates content into assigned learning, interest, peer choice based etc, which helps the learner choose their learning journey and improve their KSA – knowledge, skill, attitude.

 

Map Learning to Organizational Growth

 

Creating a learning program that will help your employees meet their KRAs is not enough. What needs to happen is that a learning environment is created where they feel the urge to perform better. Integrate your learning strategy with your overall business goal, while aligning individual journeys to the same goal. A learning performance platform can integrate with your business tools and processes to identify gaps and deliver relevant learning to the groups and individuals who are critical. This will make the employees understand their roles in the bigger picture and give them the opportunity to contribute directly to the growth of the organization.

 

Build a Community of Learners

 

LinkedIn has again reported that “In spite of the shift toward hybrid workplaces, employees still desire a sense of community and belonging at work.” Learning can provide that community feeling and an enterprise learning management system can be the perfect platform for this community to engage. Through social learning features on the LMS, the employees can come together on forums to discuss work-related issues or achievements, seek guidance from the seniors and feel connected to the work environment even in a remote or hybrid work setting. According to the popular 70-20-10 theory of learning, it is said that peer-to-peer learning contributes 20% of all corporate learning. Being able to replicate this model on a digital platform will give organizations the result they desire from their learning programs.

 

To conclude, L&D leaders have to provide three Ps to the learners to increase learning uptake—Path, Purpose and Peer—and G-Cube has the right combination of learning management platforms to make this happen. Talk to our learning consultant today.

Why consider industry specific LMS for your new implementation?

 

Industry specific LMS for your new Implementation

 

It is no rocket science and in fact, normal human tendency to accept changes which benefit us. Marketers identify the needs of the market and work towards filing the gap. Organizations work in the similar fashion; they identify the needs or gaps of their employees and search for best solutions to address them. This change is what we adapt to.

 

At G-Cube, we believe in Solving Business Problems with the Science of Learning. In this piece, we will try to look at two variants of LMS. Whole one has generic features and the other is the customized version for specific industry families. With our experience of 21 years, we have seen that an industry specific LMS generates better results than a standard LMS because the features are made to align with the processes, terminology, and regulations of the industry.

 

 

Every business is different from the other and thus they differ in their respective problems, needs and functionality. Therefore, a standard LMS can overcome certain training and learning requirement of the business but may not solve the specific needs of the industry or the business function.

 

We know that BFSI and Automotive as an industry are heavy on training the extended workforce, but the training requirement and process is very different for both. For example, the training requirement of the finance industry is more compliance oriented while the automotive industry does its training based on skill gaps. In this case, even the standard LMS, with extended enterprise features will not be suitable for both the industries with same effectiveness, creating a need for specific LMS for the said industries.

 

Similarly, Pharma and Aviation are two industries with strict training compliance requirement but their processes are different, regulatory bodies are different, certification requirements are different. Even an LMS which has a compliance training module attached to it will not cater to the Pharma industry as it requires compliance to the 21 CFR Part 11 guidelines by USFDA.

 

From our extensive work across industries and functions, our experience suggests that the future for generic LMS is bleak. With the massive growth in eLearning adoption, soon the organizations will demand an LMS specific to their industry so they can rapidly build skill at a scale!

 

There are many standard learning platforms in the market with which can help you quickly start your training but are they ready to solve those problems which your industry is facing?

 

Let’s see what factors trumps industry specific LMS over the standard LMS.

• It follows the organizational structure of the specific industry.
• It uses industry specific terminology.
• It abides to the training compliance rules and regulations of the industry.
• It can map the various types of organizational or department specific training flows.
• It has a skill library according to the industry.

 

The feature, content and focus of training vary from business to business. Industry specific LMS is a great solution for creating an eLearning strategy which best fits business needs and objectives. If you wish to optimize the effectiveness of your organization’s training initiatives, you may talk to our learning consultant for a deep dive. Write to us.

Why Oil & Energy Companies need to invest in a corporate LMS for On-Job-Training

Energy industry is unique in its operation where most of its employees are situated in remote locations of production sites. Functioning in an emergency sector where production determines the cost, the industry is always under considerable pressure to reach optimal levels at all times. The technology used for exploration, extraction, refinery, and distribution is ever evolving and the employees need to be continuously trained on the latest tech for continued production.

 

The learning environment is also unique, as here the associates need hands-on guidance to learn to use the machinery, energy storage processes, energy management etc. For this, they usually first turn to their managers and supervisors who are experienced professionals. Peer-to-peer learning accounts for almost 55% of corporate training and it facilitates one of the most effective forms of learning – On-Job-Training.

 

Research led studies show that on the job training strongly affects creativity as it teaches problem solving skills, achieving organizational objectives and improves work quality. According to a Rand Corporation report, nearly a quarter of energy organization have high-priority occupations that require long-term on-the-job training. The report also suggested that employers seek workers with cross-cutting knowledge areas and skills. Employers want workers who can solve work-based problems, and who understand the fundamentals of administration and management. These cross-cutting knowledge areas and skills were more often reported as in demand by employers than occupation-specific ones. Understandably, these skills are not particularly taught as a part of any curricula in colleges because of which employees have to learn these at their jobs.

 

While informal learning from supervisor or colleagues is a great way of acquiring relevant knowledge, it lacks standardization where one team might be ahead of the others depending on the team lead they have. This is where the L&D teams of energy companies need to step up and figure out how to provide optimal on-job-training to all their employees so that they come up to the same level. It is important to keep in mind that the workers in this industry are continuously navigating difficult terrains, hazardous work conditions and trainings for them is not only about performance but safety & health as well.

 

Role of a Corporate Learning Management System to Deliver On-Job eLearning to Oil and Energy Workers

 

Accessible Anytime, Anywhere

 

The modern cloud-based, mobile learning management system is a boon for any industry looking to provide training to their remote workforce. The energy industry can benefit from the same by delivering standardized training to their workers located at the production sites. The LMS can extract information regarding job roles by integrating with the HRMS and automated workflows can be set to deliver the application-based training to perform a particular task. Similarly, periodic refresher training can be delivered via the LMS on important processes of drilling and production facilities, distribution logistics, risk & safety measures and more.

 

Cost Saving and Training Optimization

 

There are various kinds of industry trainings that the manager level employees have to go through in the energy industry. Courses on wholesale markets, contracts, retailing, emerging markets technologies, competition with alternative energies, environmental, safety and security issues etc. are topics for working professionals that organizations have to train their employees on. This is a huge cost for the L&D teams as it includes physical classroom trainings, providing with learning material, and then evaluation. Providing remedial training for the ones who do not perform well during evaluation incurs additional cost. Shifting this entire model to a digital platform and providing blended learning through online classroom trainings on an LMS along with eLearning material can prove to be highly cost-effective. Evaluation can also be done through an LMS with built-in On-Job evaluation feature and also remote proctoring. On an LMS, training materials are continuously available for the learner to pick up or refer to while actually performing a task or whenever they want. This is more helpful in the learning process than the back-to-back classroom sessions which becomes too heavy for the learner to comprehend in one go.

 

Tapping into Internal Talent

 

As discussed earlier, quite a bit of learning in the energy industry is peer-to-peer. The LMS gives a brilliant opportunity to create learning resources from the experience of senior employees. By using them as Subject Matter Experts, the organization can create a video library within the LMS which can be used as a training repository on critical processes of handling machinery or exploration or safety etc. The social interaction feature on a learning management system can be used as a platform where the employees post their queries and get answers from veterans creating a healthy learning culture within the organization.

According to statistics, only 1% of a work week is dedicated to learning. For a process heavy industry such as the oil, gas, and energy this is even. Having a learning management system to provide on-job training to the employees will enable them to access training more easily and at the time they need creating safer work environments and better business results. At G-Cube we are continuously innovating with all that can be done for better learning with technology, and we would love to talk to you more about the various possibilities of a Learning Management System. Write to us.

Post-Pandemic, Business Continuance in Airline Sector means Upskilling with Corporate eLearning Solutions

 

I run the risk of stating the obvious when I say, along with tourism, aviation industry is one of the most severely impacted industries in 2020. The global bodies of the industry IATA, ACI and ICAO, all agree that it is not going to go back to 2019 level, any time before 2024 and holds true for both business travel and leisurely trips.

A global survey conducted by Gartner, Inc. found that 88% of business organization all over the world mandated or encouraged all their employees to work from home as the virus started to spread at exponential rates. Furthermore, about 97% of the organizations immediately canceled all work-related travel. Tourism, though opening up in pockets, is yet to revive full scale. The fear of contagion on a flight is higher among masses as there is hardly another industry which offers services that involves intermingling with so much and so many strangers.

With the pandemic passing over, there is a new situation where airlines have restructured themselves to operate under heavier umbrella of regulations and survive the bad time with as less employees as possible. This changed environment obviously needs the associates and employees to develop new skills, inculcate new habits and be ready for multi-tasking. So, organizations will have to not only transfer new knowledge but also help their employees to change themselves and respond to the new situation with the same ease and effectiveness. And obviously this will not be possible without an equally effective corporate eLearning solution. In the current situation there are three things that can help the aviation industry meet the business challenges.

Prepare Employees for Multi-Tasking

Job role specific trainings are already there but when your cabin crew has to manage certain duties of the ground staff, then they will need extensive training and concurrent training compliance management or the same. Managing training for the airline employees who do not usually work from a ‘office’ as such and are at times traveling across the globe is a complicated task in general. A learning management system can integrate with the roster management system and pull data on an individual’s schedules and job role. Based on the same, training can be assigned through automated workflows making the process system based leaving the administrators free for more important tasks.

Expedite Digital Proficiency among Crew

Industry experts all over the world have suggested and the aviation industry has also accepted that heavy digitalization is key to safe and efficient business for the airlines. The operating model has been largely modified. Today we have touchless check-ins, RFID bag-tags, contactless and paper-less immigration, and boarding processes. This has rendered the need for large passenger concourses and check-in areas redundant and released more monetizable commercial spaces.

However, this also means high level of digital proficiency among the ground staff. Though using a smartphone is normal for most, learning to use technology for a job they have been doing manually, all of a sudden, is not easy. A scenario-based learning program deployed through a compatible learning platform will help them learn faster, retain the information longer and also use the knowledge effectively.

Reducing Training Non-Compliance

Aviation is largely a regulated sector and post-Covid the rules have increased manifold. Other than regulations issued by global health organizations like WHO, ICAO has its own separate guidelines for airport, aircraft, crew and even cargo. Add to this the government issued mandates in each different country.

Thus, managing the training compliance requirement of current times, needs intelligent & automated solution. A Learning Management System with an authorization feature can help manage the complete process of compliance. Starting from identifying the required compliance or certification for a job role through machine learning technology, the system shall track the progress, status and notify as and when required. This reduces the scope of manual error while managing this complicated process on excel sheets or via emails.

Though the pandemic is the biggest disaster for the Aviation industry, but they have proved their resilience time and again before during 9/11 and other global tragedies. However, revival of the aviation industry is also a must for the global economy to revive. If you are looking to find out more about the benefits of eLearning solutions and technology for the industry, you may visit our repository. To talk to a learning consultant at G-Cube, please write to us and surely we shall use our 21 years of experience to build the best solutions for you. 

Teach Your Retail Employees to Draw Customers Back with Enterprise Learning Management System

While technology dependency has been growing in all industries for years now, the face of retail industry changed after Amazon started its multilevel eCommerce business surpassing Walmart. By 2015, consumers had become so internet friendly that brick and mortar stores were facing a crisis quite unknown to their business till date. However, they were still popular because it is intrinsic to human nature to trust their tactile experience more than just audio-visual while making a purchase. Also, buying from a store was always faster than ordering online. But the pandemic changed it all. 85% Americans have said that Covid-19 impacted their shopping habits in some way, including reduced overall spending, increased online shopping, and increased use of delivery services, reported by Statista.

 

But things are taking a brighter turn. While a recent McKinsey reports, 60-70% adults are now omnichannel consumer with both sales in brick and mortar stores and eCommerce growing, an eMarketer survey projects that 81% customers are willing to go back to the store.

 

Growth Market specialist, Bharat Jain at G-Cube suggests, ‘The trends are positive and retail owners should jump to the occasion. Training plays a very important role in this phase of adaptation which will enable the employees to keep up and draw the customers back to the stores.’

 

 

Promoting Your Employees as Brand Ambassadors

 

While the willingness to return to stores is increasing, the affinity towards online shopping is not reducing. Retailers have to step up to encourage the willing customer to take an action and that is possible only by giving them a great experience. As your in-store employees are in charge of the customer experience, this is where your employees can become the true ‘brand ambassadors’.

 

 

Train to be an Expert than a Sales Support

 

A very important part of the online shopping experience is the abundance of information about the product, usage and also comparison charts which is completely unavailable at the stores. Retailers have to fill up this gap by training their employees to become product experts. Providing a continuous learning environment with small nuggets of information based on the category of product they are handling through an automated workflow on the mobile LMS shall help the employees retain knowledge better. The information is also available to them at the point-of-sale where they can not only provide demo of a particular item but compare the features while giving sales advice to the customer.

 

 

In-person Search Optimization

 

While looking for an item on the shopping app, a customer gets choice of both browsing and searching. So basically, they have the option to look through a lot of items and also search for anything specific they want. In a store this search engine is your employee who is helping the customer find the right product. At times, they cannot find the right items while searching manually and this leads to higher waiting time and dissatisfied customer. Integrating your retail management system with your LMS can bring all the information regarding the shelf, storage, and product details in one place which the employees can access with simple keyword search which is far more efficient. This reduces customer’s wait time replicating the online shopping experience helping your retail employees give a great experience to the buyer.

 

 

Keep Your Employees Motivated

 

According to National Retail Federation, the attrition rate in retail in USA is just above 60%, which is very high considering the overall average of 19%. Therefore, keeping your employees motivated to put in the extra effort is essential. An enterprise LMS provides you the opportunity to gamify the learning strategy for your retail employees. With easy integration with multiple business systems, you can give redeemable points to the employees based on their real-time KPI data, create leaderboards, and track the star performers. Getting recognized for one’s effort always makes them put in some extra.

To ensure the above you will have to invest significantly in developing and delivering training programs that can inculcate these habits and behaviours. However, that is not the final step, as the learning content has to be distributed along with follow-up trainings. Assessments and post-training support has to be delivered as well. To manage such a mammoth operation a learning management system which is equally effective on all the devices and is configurable to adapt to your organization’s culture is necessary.

 

 

G-Cube Learning Management Suite is being used by top retail industry players with positive results. To know more about the implementation strategies, write to us at info@gc-solutions.net and talk to a learning consultant.