How do you personalize the experience of your learners?

There is a method consisting of individualize a learning experience taking into account preferences of a participant's apprenticeship, of his level of expertise on the subject of the training or of its career aspirations, that's what we call theAdaptive Learning.

Concretely, this method aims to personalize training courses according to the desires and needs of learners, in order to offer them a tailor-made learning experience. To do this, you have to adapt the educational content at the right time, To the right person and transmit it via the right channel, which is no trivial matter.

Indeed, the more personalized the training and learning experience of the learner, the more it suits him. encourage the desire to explore and use the resources available to them. This will allow him to discover topics that really interest him and put his new skills to use.

To do this, you have to go through three key steps.

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Step 1: Know the collaborators and promote team spirit

Here, the role of the manager and training managers is essential. It is up to them to assess the skills of their employees, but also their interests and their common points in order to group them into communities that correspond to them. Once the skills have been targeted, it is essential to define the best way to acquire them.

The steps for implementing the training must be fluid: Onboarding, integration into a learning community And theaccess to training modules.

For example, with Beedeez, when a new collaborator arrives, they can be placed in a “Newcomers” group in which the Content that will be shared with him will only be related to his onboarding. We can imagine a Video tips presentation of the newcomer, a capsule on the various departments of his company or another on the company's internal regulations. En adapting the content to the individual, the learning manager ensures a much higher commitment on the part of his learners.

In addition, the creation of learner communities will also allow development of team spirit and give life to Social Learning.

What actions should be put in place?

1. Discuss with employees their current skills;
2. Identify the skills to be acquired;
3. Simplify the process of starting training;
4. Create a community of learners;
5. Evaluate the skills of the group of learners prior to the training.

Step 2: Make the training experience enjoyable

Obviously, you are more likely to do things that are pleasant again, there is nothing surprising about that. So, if you want to offer engaging training to your learners, a training that speaks to them, it is necessary to make it enjoyable. The training must be:

• Helpful so that the employee takes the time to train in order to learn things that he can apply in a concrete way in your daily professional life ;
• Pleasant thanks to a gamified environment, specific to the company, so that the learner be comfortable throughout the learning process and that they want to go back to school ;
• Suitable for learning so that he does not hesitate to dialogue, exchange with other participants and put his new skills into practice.

So, in addition to segment your learners by communities, Beedeez offers recommended routes, but also the possibility of Put content in “Favorites” to allow employees to take advantage of tailor-made training modules dedicated to them without being polluted by too much information that does not concern them!

La customizing training courses is therefore an integral part of the user experience. By being offered content adapted to their needs, learners see firsthand the usefulness of training for their personal skills development.

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What actions should be put in place?

1. Create spaces for discussion and sharing between participants and trainers to exchange easily;
2. Integrate operational exercises so that learners can quickly put into practice the theoretical concepts acquired;
3. Offer feedback between the trainer and the learners, but also between the learners themselves, on a regular basis;
4. Integrate fun modules such as icebreakers or interactive games to facilitate learning;
5. Encourage participants to share their experience with colleagues and managers who are not taking the training.

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Step 3: Encourage knowledge transfer

To be sure that the training was perfectly adapted to the expectations of the employee, It is necessary to transfer the knowledge and skills acquired. This step is very important for HR departments and managers in order to check if the training was relevant for the employee, whether for his current job or his next position. This can be done in two ways:

• One concrete implementation, with field missions, in order to highlight the new skills of The learner ;
• Of workshops between participants to testify about what they had the opportunity to test and benefit from feedback from their peers, advice or share their successes to stimulate other learners.

What actions should be put in place?

1. Verify that the training courses offered are applicable to the jobs of employees;
2. Ensure follow-up by the manager and the HR department before, during and after the training;
3. Encourage managers to value employees who have taken the training courses and have thus acquired new skills;
4. Take stock of learning.

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What to remember

There are 3 main steps to personalize the experience of your learners:

1. Know employees and promote team spirit;
2. Make the training experience enjoyable;
3. Encourage the transfer of knowledge.

To do this, here are the actions to be put in place:

1. Discuss with employees their current skills;
2. Identify the skills to be acquired;
3. Simplify the process of starting training;
4. Finding the balance between face-to-face training and digital tools;
5. Create a community of learners;
6. Evaluate the skills of the group of learners prior to the training;
7. Create spaces for discussion and sharing between participants and trainers to exchange easily;
8. Integrate operational exercises so that learners can quickly put into practice the theoretical concepts acquired;
9. Offer feedback between the trainer and the learners, but also between the learners themselves, on a regular basis;
10. Integrate fun modules such as icebreakers or interactive games to facilitate learning;
11. Encourage participants to share their experience with colleagues and managers who are not taking the training;
12. Verify that the training courses offered are applicable to the jobs of employees;
13. Ensure follow-up by the manager and the HR department before, during and after the training.
14. Encourage managers to value employees who have taken the training courses and have thus acquired new skills.
15. Take stock of learning.