Learning is a key component of business in today’s environment. Advances in technology are redefining the nature of work and its responsibilities. A sustained success requires workforce training, modeling effective behavior, and constant adaptation. Therefore, working in partnership with business leaders, HR functions are now playing an increased role in providing organizations with an effective, timely, and scalable learning process.

A decade and a half ago, the classroom model of employee training worked. Performance, validity, and needs were stored in static databases. Now, Learning Management Systems (LMS) are spear-heading the disruption in employee training. An LMS provides a way to track, design & analyze classrooms online – at the click of a few buttons. The data provided by the Enterprise LMS not only helps build learning journeys and improve success rates, but also helps measure the ROI and ROO of HR department talent development activities and inform them about future spending gains.

At the onset of COVID-19, iNetFrame Technologies, too pivoted towards a hybrid model of training. Face-to-face learning is more important than ever, but trainers have moved from front to back in the classroom to confirm and support learning rather than presenting content. Whiteboards have been replaced with multimedia material, allowing trainees to experience their resources and examples, and trainers to facilitate group work and peer assessment. This combined approach of digital and face-to-face learning has put greater responsibility on learners to turn the classroom around and drive training.

Our iNetFrame interns were taken through a similar experience – with the help of our third-party training partner. Their LMS provided each of the interns with a customized journey using AI. The AI would assess their development and automatically refine the difficulty level of the next few lessons. The instructors met with the interns at regular intervals to ensure that all of them are brought to a similar learning and can focus on their strengths. Running analytics on the intern’s performance over a period helped us strategically place them in the best-suited full-time positions – giving us better ROI and satisfaction for our clients.

Embracing technology to aid employee training has made a path to a low-cost and high touch engagement model. An interactive LMS, like the one we used, can be a good method to ensure diversity in content and standardization in performance – especially for companies that have a wide geographic presence.