- Internal team training has become an increasingly used strategy by companies to preserve internal talent. Although it requires a less short-term approach, the results are more lasting and make it possible to create solid, cohesive teams with clear objectives.
- ODILO proposes five essential aspects to consider when implementing a continuous training policy in any company.
Madrid, August 27th, 2024.- High competition in a changing marketplace directly impacts employees’ job expectations. This is driving managers to develop strategies that enable them to build teams that are valuable to their business objectives. While many still focus on seeking external talent or implementing other benefits to retain their staff, a third path is emerging: building internal talent through continuous training. Developing and nurturing current employees’ skills and adapting them to the company’s specific needs ensures they are equipped to meet present and future challenges.
This trend requires a less short-term approach, as it requires the growth and development of organizational profiles. This facilitates retention and makes the company a magnet for emerging talent.
Under this new paradigm, ODILO, the Spanish ed-tech that allows all organizations and institutions to create their own Unlimited Learning Ecosystem, unveils five fundamental keys for companies to develop talent fit to face current and future challenges.
Promote a culture of continuous training
Companies must promote a culture of continuous learning in an environment where the skills and knowledge necessary for success are constantly changing. This means offering regular learning opportunities and fostering an environment where professional growth is seen as an integral part of daily work. Employees with access to ongoing training are better prepared to adapt to new challenges and technologies, reinforcing their motivation and commitment. This approach directly impacts talent retention, as employees highly value development opportunities within the organization.
Personalize learning to maximize impact
Not all employees learn similarly, so personalizing the training experience is essential to maximize its impact. Tailoring training programs to individual needs, interests, and learning styles enables employees to acquire knowledge more effectively and meaningfully. Personalization also increases the relevance of content, which in turn improves employee participation and engagement in their professional development. This key ensures that training is more effective and demonstrates to employees that the company cares about their professional and personal development.
In line with this key, unlimited learning ecosystems allow companies to offer training experiences that respond directly to the interests and objectives of each employee and of the organization. This ensures that training is relevant to each job, engaging, and, of course, effective.
Integrating advanced technology to enhance training
Advanced technology, such as Artificial Intelligence (AI) or real-time data analysis, has transformed how training programs are designed and implemented. These tools make it possible to customize content and continuously adjust programs based on emerging needs and achieved results. By using technology to provide recommendations, measure progress, and analyze areas for improvement, companies can create more dynamic and effective training programs.
“Technology is a key enabler in creating effective training programs. This not only enhances the learning experience but also ensures that employees are acquiring the skills they really need for their professional development,” explains Ivan Lopez, VP Corporate Global Sales at ODILO.
Measure and analyze for continuous improvement
In any training strategy, measuring and analyzing progress is critical. Without proper measurement, it is impossible to identify which aspects of the program are working well and which require adjustment. Real-time analytics allows companies to gain a clear understanding of how employees interact with training resources, what content is most effective, and where gaps in learning exist. This information is vital to adjusting training on an ongoing basis, ensuring that it is always aligned with changing business and market needs.
Fostering talent retention through professional development
According to Gallup’s “The American Upskilling Study,” more than 60% of employees consider in-company training as a crucial factor in deciding whether to stay in their current position.
Employees who see their employer is committed to their growth and development feel more valued and loyal to the organization. This significantly reduces employee turnover, a critical factor in maintaining stability and institutional knowledge within the company.
In an increasingly competitive and dynamic marketplace, the ability to attract, develop, and retain talent has become a key differentiator for companies. ODILO, with its innovative approach to Unlimited Learning Ecosystems, offers the necessary tools for organizations to not only close the skills gap, but also ensure a prosperous future through continuous and personalized training.
ABOUT ODILO
ODILO is a digital education company that enables any organization to create its own Learning Ecosystem, offering its users unlimited access to the world’s largest catalog of multi-format educational content, and the ability to create all kinds of learning experiences without restrictions. More than 9,100 organizations from over 54 countries have already created Unlimited Learning Ecosystems that provide access to learning to an aggregate base of +170 million users.
ODILO, the world’s largest educational ecosystem, has content agreements with more than 7,300 providers of digital educational content in all formats (courses, interactive applications, videos, podcasts, press, magazines, audiobooks, books, etc.).
ODILO is a multi-vertical company, which promotes learning in Private Companies, Public and Private Schools, Public and Private Universities, Certified Vocational Training, Public Administration and Government.