Online Corporate Training Trends That Are Essential To Follow
In today’s world, companies spend time, effort and resources on online training courses, but this training can only create a competitive advantage if it is done effectively. In this article, we will be unpacking a few strategies and trends to be aware of when it comes to online corporate training that makes them effective and efficient. From digital renovation to collective learning, this article identifies the trends that leaders from DBS, Sephora, and Bosch have used to transform the organizations to learn scape.
DBS provides solid support to its personnel
Located and listed in Singapore, DBS has over 280 offices across 18 industries and an increasing presence in three main growth axes in Asia: Greater China, Southeast Asia, and South Asia. DBS knows the intricacies of doing business in the most diverse markets of the world, as a bank born and bred in Asia. This awareness fuels a passion for training and development programs to help DBS workers improve their careers.
“It is about going beyond education and using the triple E framework (education, experience, exposure) to help employees stay ahead and be future-ready, support lifelong learning and equip them with skillsets for the digital age,” says Theresa Phua, managing director, group business HR, and Singapore HR head of DBS Bank.
The bank has its DBS Academy – a 40,000 square-foot creative training center in Singapore which provides workers with a modern, integrated, career-based learning program. It incorporates a suite of online training courses that go beyond the classroom to allow employees to learn anywhere, anytime.
DBS Horizon (introduced in 2017) is a web-based learning management solution where employees can take responsibility for their education and register for online training courses.DBS has also recently launched DigiFY, a virtual program designed to take its staff from bankers to digital bankers by developing digital literacy at all levels of employees.
“Through our internal mobility program, employees can take on different roles every two to three years across businesses and geographies in the bank,” says Phua.
Sephora transforms the way in which their employees learn
Like many other sectors, change and innovation are very prominent in the retail industry, and even more so with the introduction of e-commerce players and how they change the way people used to shop.
On that note, Sephora, an internationally recognized beauty brand, spent all of 2017 partnering with KPMG on a transformation plan to reinvent the entire organization to meet shoppers ‘ needs today and in the future. With a good 45,000 employees worldwide and almost 1,500 in Southeast Asia, Sephora understood the need to change quickly, like other businesses, and concentrated on two topics: how do we (as HR) help organisations change, and how do we help staff with the demands of job roles of the future?
To be more client-centric (and in this situation, future customers looking at online and offline shopping), it has been a three-year transition process with a clear goal of how it can reorganize itself for future customers. The team at Sephora stores will have the skills to deliver a real-life immersive customer experience while their online workers will be qualified to read and analyze data. Sephora’s Beauty Advisor app is a great example of how such technology-based training helps both employees and the company. In fact, Sephora found that staff who used the app experienced a higher conversion rate (72%) compared to employees who didn’t (14%).
Bosch joins learners with collaboration
With a worldwide headcount of 40,200, Bosch has branches in Singapore, Malaysia, Indonesia and more, as an internationally recognized electrical and engineering company. Head of Singapore’s 850-strong regional hub is Jane Tham, Bosch Southeast Asia’s HR manager, who brought attention to the company’s online corporate training.
“The biggest trend, honestly, is going digital. It might be overused, but it’s a fact. It’s really on how you materialise it. Here at Bosch, we start it at the very first step of the employee life cycle; during onboarding – or as we like to call it i-boarding,” she says. “Putting fun in learning is also important; which is why gamification is huge here at Bosch. And, of course, we believe in bite-sized and mobile learning – and this is where our e-university plays its part.”
The Bosch e-university is available to all workers and provides employees with unique modules and services delivered via an online platform. Tham says the company will be pushing recognition and use of its online training courses over the next two years.
Are you ready to start following a few of these innovative trends today?
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