Why is learning and development important?

Learning and development experts and corporate training professionals spend countless hours designing programs that are intended to help employees learn valuable skills and upskill them, mainly to make them better at their jobs. This intention of training the employees for their professional development, benefits both the employees and the organization in a variety of ways. Training and development have largely evolved and moved online, recently has seen plenty of innovation which makes learning easier and effective.  

Many organizations are adopting blended learning methods to train their employees and are also focusing on microlearning methods, which give employees flexibility and control over their training. Well-developed microlearning  helps employees remember more of what is being taught.

One of the major challenges which the Training and Development will face is how organizations and learners can overcome the forgetting curve – the brain’s natural loss of information that isn’t being used. There are studies which suggest that as much as 90 percent of information is forgotten within 30 days, and 70 percent of that loss happens within one day. Also seeing that 70 percent of the budget is wasted in a single day is mind-boggling. Because of the rate at which the employees forget what they learn puts the organizations in a situation where spending of budget happens and seeing less in return. 

Is it possible to counteract the forgetting curve and increase learning retention in training programs? Yes, it is possible by Learning and reinforcement. 

Is it possible to counteract the forgetting curve and increase learning retention in training programs? Yes, it is possible by Learning and reinforcement. 

Learning and Reinforcement are very important when training the employees of an organization. Many organizations are opting for a formal reinforcement program that systematically ensures reinforcement takes place and there are higher knowledge retention rates.

Learners today don’t have ample time to learn and apply what they’ve learned following a formal training session. They don’t have the attention span to pay attention while they’re learning, and according to numerous studies, the amount of information learners retain is shrinking as well. There are also trends and statistics which show that time and attention are shrinking while the number of information employees need to know and retain is on the rise.

Learning and reinforcement, utilize retrieval practices to improve the learning retention of employees and help employees convert newly acquired knowledge to one which is longer-lasting. Learning and reinforcement are one of the most effective ways to bridge the gap between training and performance.

What are some of the best ways to reinforce learning?  

• Microlearning is learning in small blocks, Quick, short training refreshers are the perfect way to reinforce learning. You can remind learners of the essentials in a short-sharp session.
• Technology offers a range of solutions to boost training reinforcement. Having checks or assess learning by having short quizzes, questionnaires or other gamified solutions, quickly assess how well information is retained while also reinforcing learning and engaging learners in a fun and interactive way. 
• Feedback should be sought at regular intervals following a training event to both remind learners of key concepts and to solicit feedback that can improve training.
• Training content- using Whitepapers, micro videos, articles, podcasts, etc. provide a fun, simple, and engaging way to reinforce learning 
•  A reinforcement program will incorporate content and ensure it’s distributed at regular intervals following training

Reinforcement Learning must become a continuous seamless process built around a strong learning culture in any organization. There is always a need for a rapid reinforcement learning process, which is the only way to make learning stay.