Telecom sector: How to make learning more systematic & engaged using Corporate Learning Platform

With the development of 5G & next generation smart phone technology, the telecommunication industry is evolving at a rapid pace. The global telecom services market size was valued at USD 1,657.7 billion in 2020 and is expected to expand at a compound annual growth rate (CAGR) of 5.4% from 2021 to 2028 (Grandviewresearch.com, 2021).

 

The soaring popularity of mobile phones among different generations and large number of app-based services delivered through the mobile platform has been the greatest game-changer in the industry.

 

In the post COVID 19 situation, the demand for high-speed internet has increased with offices, schools and others operating their daily routine online. In 2020, the mobile data services segment held the largest share of nearly 33.0% and is expected to exhibit a significant CAGR from 2021 to 2028 (Grandviewresearch.com, 2021).

 

For Telecom sector, strength is in numbers – there is a huge customer base to handle, which needs a matching ratio of workforce to provide support. The training of this huge number of workforces can be quite challenging to manage but unavoidable because telecom is also a very competitive market. From onboarding to continuous employee training on changing product offerings, service parameters, and technological advances is crucial in this industry. With constantly growing workforce you would need a corporate learning platform to manage the process seamlessly and help in achieving the learning targets faster which in turn shall provide the competitive edge to your employees.

 

How a Corporate Learning Platform can make learning more engaging?

 

Online or offline learning infrastructure basically serves two purposes. On one hand it creates a robust system for the learners to seamlessly participate in their regular learning process. On the other hand, it must be an engaging system which will ensure continued learner participation. Huge manpower in the Telecom industry also signifies high rate of attrition, third-party enrolled employees, and lower engagement. An extended enterprise learning management system is known to automate the user management of this extended workforce which includes sales representatives, external distribution partners, franchises, service technicians, customer support executives etc. Let us discuss how the system can also keep your employees interested in their learning solving the challenges of attrition and lack of engagement.

 

Gamified Learning Experience

A gamified LMS with interactive features can be beneficial for your extended workforce to encourage them learn newer concepts quickly. This can be achieved by implementation at an individual level or in a group. The LMS allows you to create a healthy competitive environment with individual scores displayed on a leaderboard to boost learner engagement through scores & badges.

 

AI powered Content Library

The use of OTT platforms has increased post COVID19 and some of these apps are extremely innovative in terms of the content categorization and recommendation that they present to their viewers. On similar lines, LMS can provide recommendation of video-based learning nuggets for quick consumption & greater retention for the learners. These nuggets are very beneficial to the sales & customer support team as it serves as point-of-sale support.

 

Mobile App support for extended workforce

Collectively, the human population spends more than 60% of their time on their mobile devices. This makes the mobile phone a perfect device for learning and the mobile app variant of the LMS provides the learning on-the-go. This helps learners utilize their off hours to as it provides both online & offline learning accessibility.

 

Social Learning Tool

The social learning platform seeks to engage learners and provide a human context to their learning experience. These tools help to create an environment of collaboration between employees and provide an active platform for the remote workforce to engage with. The connection between learners and instructors can also benefit from a social learning platform. Experts believe that social learning tools promote peer-to-peer learning, which constitutes of 70% of all corporate learning, in the virtual environment.

 

To summarize, the customer base for Telecom sector has been growing daily and this shall remain the trend in the upcoming years. Thus, Telecom companies need to strategize their plans in having a workforce ready to manage this huge customer base with equal focus on the training of new hires and upskilling of existing employees. With some of the biggest names in the domain as our client, G-Cube has expertise in handling the learning, training, and development needs of Telecom sector. Our learning experts will be happy to answer any queries you may have.

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.

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.

Share on facebook Share on linkedin Share on twitter Onboard and Retain the Best Talent in the Pharma Industry with an Enterprise LMS

 

There is a lot of development in pharmaceutical research, manufacturing, storage, distribution, quality control, logistics, and sales. Every day, new drugs are introduced based on this research. Simultaneously, several drugs are discarded or banned based on the same findings. In parallel with this, there is also a lot of research and innovation in related technologies. Subsequently, new processes and policies are being put in place by organizations like the FDA. To cater to such a complex business environment, the Pharma Industry is constantly in need of highly skilled employees, and talented candidates are scarce, making hiring a complicated path for the Pharma business compared to most other industries.

 

To bridge the gap between required and available talent, the Pharma industry relies on corporate learning and development initiatives. The most important of these initiatives being the onboarding of the new hires.

 

Along with hiring, retaining talent is also a challenge. According to a survey done by BioSpace, 67% of biosciences employees were looking at changing their jobs in 2020. However, due to destabilized markets during the pandemic, people refrained from moving, but now the trend has returned with the post-pandemic growth spurt. The regulated nature of the industry makes employee churn an issue, and the BioSpace survey reports:

 

“In fact, at least one study indicates the cost of each employee’s turnover ranges from 70 to 300 percent of the annual salary of that employee. And the replacement costs are about 2.5 times the salary of the individual.”

 

To find the appropriate solution to these two talent-related issues, it is important to understand what motivates employees to join companies and stay with them. The Work Institute Retention Report 2020 states that the top three categories for leaving in 2019 were Career Development (19.6%), Work-Life Balance (12.4%), and Manager Behavior (11.8%). The same reasons featured in the article by job-search website, ‘Indeed’ in 2021. It is notable here that the Work Institute Retention Report 2020 also mentions that over one-third (37.9%) of interviewees exited their organization within 365 days or less. Two out of three employees who leave in the first year do so in the first six months.

 

Two of the reasons cited above, career development and manager behavior, account for 30% of the attrition. Also, the main reason for employees leaving the organization within 365 days or less can be linked to the initial 3 months’ experience of the employee when they are onboarding with the organization. We believe that most of these issues can be solved by effective training and development programs. In this article, we will examine the role of an enterprise LMS or Learning Management System in solving onboarding and retention problems.

 

Amit Tyagi, Customer Success Head at G-Cube shares: “The modern learning management suite is capable of doing a lot more than just manage learning. With the right insights, a corporate LMS can be easily used to train, engage and give a growth vision to your employees.”

 

 

 

Some Elements of the Enterprise LMS that helps onboarding and retention

 

 

Pre-Onboarding Engagement

 

Working remotely is the future, and it serves your purpose perfectly. With a cloud-based learning management system, you don’t need your new hire to come to the office to initiate them into the organization. With multiple formats of content support, the LMS can start engaging your new hire even before their onboarding process begins. LMS, as a repository of content, makes knowledge transfer easy and hassle-free. As such, it helps reduce the anxiety among the new joiners who can then access this information without waiting for a manager or HR.

 

 

Abundant Training and Timely Certification

 

Pharma has a complex knowledge requirement. Product, process, policies, compliance, risks, safety – managing the plethora of knowledge in an easy-to-access search is important to create a suitable learning environment for employees. A major cause of concern among new hires is the requirement of rigorous training and certification related to their job role. Having to manage that manually can result in various clerical errors, which can result in serious implications with auditory authorities. Having the training content available at their fingertips boosts the employees’ confidence, and the LMS automatically tracks the certification requirement and expiry, relieving them of the pressure of monitoring it manually.

 

 

Provide Growth Vision

 

Research suggests people are less likely to leave their jobs if they have a career development vision. Use your LMS to assess the current level of skill and expertise of your employees, gather inputs on their vision of their career, and offer training based on these attributes. This practice demonstrates that employers are taking their career development needs seriously. For new employees, engaging with senior management can be daunting. With the LMS helping them visualize their path and growth with constant support, employees feel comfortable and give their best.

 

 

Improve Employee Feedback

 

In any organization, feedback should be a two-way process and as Pharma comprises a highly skilled workforce, it is especially important that they feel heard. The enterprise LMS can help you gather feedback from individual employees on their experience with their peers and even managers without running from desk to desk.

 

 

Predict Employee Churn

 

Everything is based on how you read your data. An enterprise Learning Management System helps you track a multitude of data. By tracking scores from relevant workplace assessments and correlating them with employee longevity, employers can identify risk factors that require intervention to prevent employee churn.

 

 

Traditionally, a paper-driven process like onboarding has been treated mostly as a formality, but researchers have highlighted the impact it has on the new joiner and how important it is to give them an immersive experience in the first few months. G-Cube Learning Technologies unit has a dedicated customer success team who can help you envision all possible solutions to your business challenges through the right learning and learning-tech interventions.

Seamless Onboarding Solutions: From Surviving to Thriving

You just got done with the onboarding process of a great new employee after doing multiple rounds of screening and interviews. You are hopeful that this new addition will be an asset to the organization, and you might even get a thank you email from your manager.

 

You are happy that this employee has joined the organization. But after a few days you see the employee standing near the coffee machine, alone, and she doesn’t look happy!

 

You approach her, you smiled, she smirked!

 

You already know that all new hires face multiple unknowns and are probably anxious about what lies ahead, who will be on their team, and what kind of culture they will they be working in.

 

Did you know that 93% of employers agree that the quality of the onboarding process influences candidates’ decisions to stay in an organization? An effective introduction is key to avoiding early communication barriers and enabling long-lasting relationships.

 

What do your new hires want?  

 

Generally, new hires want to feel a part of the company as soon as possible. They start out with the intention of supporting your company’s vision, but unless they connect with the rest of the organization, they won’t.

 

In the age of digital onboarding some remote operations can prevent a new employee from developing a proper feel for the company.

 

The things that make a difference are:

1. Culture clarity
2. Clarity of expectations
3. Sense of belonging
4. Policies and other mandates

How To Help New Team Members Fit In

 

Immerse them into the culture and communicate their purpose in your company!

 

When this strategic initiative is crafted for a customized experience capable of addressing new hire hesitations, it becomes an excellent onboarding program. The efficient pre-onboarding, induction, and post-onboarding phases not only encourage new hires to explore the company further but also assist them to actively engage with the corporate vision and culture.

 

Before we dig in, a note—every organization will onboard differently. The key is to make sure that your unique onboarding process complements the company and provides opportunities to develop culture awareness. We recommend cognitive-friendly content for new hires.

 

Culture

 

A robust onboarding process starts even before an employee is hired. An engrossing organizational history that shows the growth phase in which new hires are joining, the organizational structure, and key team member involvement will help new hires settle into their positions.

 

An initiative such as multiple avatar options that introduce your organization virtually promotes diversity.

 

A virtual treasure hunt designed to explore hidden facts on culture, compliance, and policies involves the new hires and they learn sub-consciously.

 

Discussing key competencies and sharing other employee’s success stories encourages them to replicate crucial behaviors. It is always a good idea to highlight the most positive parts of your culture, such as, for example, your open-door policy.

 

Expectations

 

Providing new employees with clear expectations for their roles and responsibilities, key result areas (KRAs), required behaviors, and standard operating procedures will help them greatly.

 

Onboarding should have meaningful, engaging, and customized content linked to the employee’s KRAs. The content should suit all learning styles.

 

Impress your new hires with the best experience that utilizes custom content regarding location, department, profile, and desired workflow. This swiftly introduces them to your brand in a unique way.

 

Utilize microlearning as a best friend at work, which can help them access required information, so your new hires never feel lost. There can be tips on how to use technology, your platform, and any other information required to do their jobs.

 

It is also important to share emergency contact numbers, single point of contact details, and contact information for the key members of their team.

 

Sense of Belonging

 

Since a lot of information about the company is presented to new hires, regular two-way communication will help them feel they belong. Engaging interactions that communicate welcoming happen in great places to work.

 

Providing new hires with opportunities to interact with their teams, express themselves, and ask questions as well as making them feel valued will encourage them to want to contribute to the overall success of your organization. Things like chatbots, fun quizzes, flipped classes, and micro mobile content can be used for this purpose.

 

Introducing a multi-player activity in induction programs enables social learning and acts as a great relationship building platform for anyone joining your organization.

 

Policies and Other Mandates

 

Create an impactful introduction to company policies and guidelines for your new employees. It will not only make them want to adhere but also revisit the policies to stay compliant.

 

If new hires get inducted correctly, it will boost their morale. The principles and science of learning understand the knowledge, skill, and behavior requirements of your employees. Utilizing this science in the best way to deliver a cognition-friendly onboarding experience is the need of the hour. Blend it to connect people with love and empathy.

 

Your new hires want to fit into your organization. Contact G-Cube today to make your new hire process the very best it can be.