This has been the year of the Employee Experience (EX), the consumer-grade UX and the ongoing war for talent. In other words, in an increasingly competitive job market, it becomes very important to retain your top performers. Better employee experiences help you retain top talent – and can also help your bottom line. In fact, your company’s survival can depend on keeping top performers.
Here’s how modern, consumer-grade training is helping companies attract and retain talent:
Promote a modern, innovative brand
Picture your on-boarding as if you were an employee on a first date with your company. How would you describe your experience? Are there butterflies? If not, what could be improved?
A Consumer-Grade Experience
What if we acted as though our survival depended on each successful employee interaction?Hint: it absolutely does.
Easy to access – Eliminate additional friction points, such as additional downloads, logins or passwords (consider the cost each time your entire company downloads flash).
Intuitive – Make it easy to find assigned courses or elect interesting new training!
Available anytime, anywhere – As consumers, technology meets us where we are – EVERYWHERE! The reality is that we take training on the road, on our way to work – or sometimes on the treadmill. Your staff will be more attentive when they can choose when, and where, they complete training!
Automated – Manual processes are subject to human error (such as vacations, workload, sticky notes). Automating training and reminders provide consistent experiences, eliminates menial tasks and improves learner adoption.
Internal workforce development
The cost to replace a highly-trained employee can exceed 200 percent of their annual salary. (American Progress)
Employee turnover is anticipated to hit record highs and cost U.S. companies more than $600 billion this year. (Work Institute)
Work Institute estimates that 42 million, or one in four, employees will leave their jobs in 2018, and that nearly 77 percent, or three-fourths, of that turnover could be prevented by employers. (Work Institute)
CFO asks CEO, “What happens if we invest in developing our people and then they leave us?”
CEO: “What happens if we don’t, and they stay?” ~Peter Baeklund
Ongoing education – Training is a great benefit to your employees, and it also benefits the company. Learning Managment Systems also provide a platform to reinforce company culture and organizational change.
Centralized Training Catalog – Create listings of approved online or instructor-led training. Make it easy for employees to take required training, elect new training, sign up for courses, or manage transcripts & certifications.
Automate and Streamlined Processes – Simplify the approval process and allow employees to easily submit training requests. Automate repeating training, send reminders by role to ensure timely completion. Create audit reports in minutes.
View Training History – Easily access and take action on training history – such as incentives, customized support, asset provisioning, promotion and more. Managers and administrators get to customize Real-time reports and dashboards.
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How would you describe a transformative learning experience? Motivating, useful, relevant, timely, challenging, meaningful. But how would you describe the typical Learning Management System?