Chapter I: Training, a powerful weapon to prepare your employees for the future

In a world where 65% of the jobs of tomorrow do not yet exist (Dell and Institute for the Future study, 2017), training is the key to preparing your employees for the future.

According to theOECD, the average lifespan of a technical skill was 30 years in 1987. Today, it is between 12 and 18 months.

Indeed, 7 out of 10 active employees say they are concerned about adapting their skills to the evolution of their profession and that of the labor market in general (Harris interactive study, 2022). Among half (58%) of the working population who received training, the main objective was upskilling, i.e. to acquire “new skills in the same profession”.

Recognizing the technological and social changes to come, your talents expect the company to develop their employability and skills. On the one hand, to remain competitive in a constantly changing job market. On the other hand, to build a career development plan that meets their professional goals.

Skills development is now a priority for your employees.. According to a Hubspot study conducted in 2021, 44% of private sector managers and students interviewed cite, among their top expectations, the fact of benefiting from satisfactory career prospects.

In this perspective of continuous improvement, vocational training appears to be a major challenge throughout life for 93% of French people, of which 49% consider it “very important”.

Thus, 91% of French people say that it is an effective lever for enriching their skills. And for 86%, it is useful for updating their skills and “staying in step with their job” (Harris interactive study, 2022).

Chapter II: The impact of untrained employees on your business

What are the consequences for your company if you do not train your employees?

First of all, without training adapted to their needs, your employees cannot optimally develop the competitiveness of the company. If they are not aware of your latest news, or the latest technical and technological advances in your sector, it will be difficult — if not impossible — for them to remain efficient in an ultra-competitive market.

In some sectors of activity, the lack of training can even be harmful to their safety and to the health of employees. This has a direct impact on the functioning of the company.

Not providing employees with the right information, at the right time, does not allow them to evolve, reach their goals, or project themselves within the company. So, The lack of training can promote the gradual demotivation of your teams, the increase in the absenteeism rate or even turnover.

Disengagement and absenteeism are synonymous with loss of productivity and reduced performance for the company. Faced with the absence of an employee and turnover, the workload must be distributed within your teams. This could lead to overwork for some employees and a deterioration of their professional environment. Especially if they have already been impacted in the face of an unexpected departure. Untrained employees therefore directly affect QVCT within the organization and its performance.

But the lack of training also has an impact on the recruitment of new employees. Because dissatisfied employees who leave their company will not hesitate to let potential future candidates know. In particular by evaluating their employee experience on sites such as Glassdoor.

Talent and skills management is a major challenge for human resources professionals. A good upskilling strategy helps to anticipate the needs and skills gaps in the company in the medium and long term.

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Chapter III: An upskilling strategy helps prepare your employees for the future

Faced with the growing risk of skills obsolescence, 90% of French employees say they are ready to train themselves to adapt to future job transformations (Cegos barometer, 2021). In fact, according to the World Economic Forum Report 2020, increasing automation and the impacts of the pandemic could transform 85 million jobs by 2025.

Upskilling therefore makes it possible to effectively prepare your employees for the future. Why? Such a training strategy offers your employees the opportunity to develop their skills within their current functions, in order to enable them to adapt to future changes.

By benefiting from a tailor-made career and support, they can calmly understand the changes linked to their sector of activity. In this way, they can project themselves into long-term perspectives in the company. For your talents, upskilling is therefore a good way to develop professionally and develop their employability.

This training strategy develops both the skills and the motivation of your talents. How? Upskilling is the secret to breaking their routine by breathing new life into them. By acquiring new skills, they can project themselves into new career opportunities. By having the opportunity to acquire or improve their business expertise, your teams feel valued and valued. Therefore, an adapted upskilling strategy is at the service of the commitment and motivation of your employees.

Finally, upskilling reinforces your employer brand. Employees satisfied with their development prospects and their professional career naturally become ambassadors of your brand image. This is why 96% of recruiters say they are “fully aware” of the importance of their employer brand in their attractiveness. (HelloWork study, 2021)

So what are the existing training solutions for an upskilling strategy?

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Chapter IV: Training solutions for your upskilling strategy

LMS

Les LMS, Learning Management System, are training platforms allowing the distribution of educational content to learners, while collecting their data.

Information updated in real time to promote upskilling

An LMS allows the company to centralize all training content on a single platform. With just a few clicks, you can update specific information about your news or business yourself. Meanwhile, your learners can easily access content that's relevant to them. By developing their skills, they are thus immersed in your corporate culture.

Analyze your learners' data for better follow-up

An LMS allows you to centralize but also to consult and analyze the data of your employees. You have access to the number of learners, the connection rate, the completion rate, the connection times and even all their feedback. You follow the evolution of their upskilling step by step. And if necessary, you can adapt your learning path to improve their engagement rate.

LCMS

LCMS, Learning Content Management System, combine the functionalities of LMS and CMS (Content Management System).

Create attractive content

LCMS facilitate the management of educational content. They also make it possible to create fun and attractive content according to news related to your activity or your news. Thanks to these platforms, you are in a position to create and modify capsules yourself for your learners. However, LCMS are “hidden” from the eyes of your learners.

LXP

Tailor-made courses for learners

The LXP, Learning Experience Platform, adapt to the needs, expectations, and behavioral preferences of users in order to offer them a personalized and engaging learning experience. How? By using AI as well as algorithms offering relevant suggestions according to the profile of your collaborator. Learners therefore have access to personalized content that arouse their interest and develop their motivation.

Mobile learning

Flexibility and adaptability: the recipe for successful upskilling

Training can quickly become synonymous with constraints, or even lost time for your teams. Many professions cannot devote a lot of time to upskilling. Or meet in person at the same time. One thing is certain: flexibility and adaptability are essential to keep learners engaged. Thanks to mobile learning, your employees can train in just a few minutes a day, on the medium of their choice (smartphone, tablet, computer). Whether they are in transport, in a queue or in the field: the Mobile learning adapts to their environment and their constraints.

Becoming an actor in your training path

Mobile learning makes it possible to breathe new life into training. By choosing when, how and for how long they train, your learners become actors in their upskilling journey. They organize their training according to their requirements, without associating upskilling with a constraint. The accountability they receive is an important motivator.

Microlearning

Learning step by step

Microlearning is associated with mobile learning. This solution is based on short (2 to 5 minutes) and fun modules to maintain the interest and engagement of your learners throughout the course. Unlike LMS platforms, which rely on long macrolearning content, without interaction and not very stimulating. Microlearning modules are integrated into the daily life of your teams so that they can learn new skills at their own pace. This upskilling strategy avoids cognitive overload - infobesity - which interferes with the anchoring of skills and the commitment of your employees.

Promote memorization

Microlearning offers your talents a better anchoring of their knowledge. Indeed, combining formal and informal learning promotes memorization. In addition, short, fun and attractive formats (videos, gamification, etc.) develop the interest of learners who take more pleasure in training. Finally, being able to directly put their new knowledge into practice in the field facilitates the integration of knowledge.

Gamification

Gamification integrates the fun elements of the game into training in order to arouse the interest of your learners.

Motivate your learners through play

Gamifying your upskilling strategy turns learning into a fun time. By integrating the fun elements of the game into training, you arouse interest, develop engagement and accelerate the learning of your employees! By participating in games and quizzes, they receive challenging and motivating rewards. Motivated by rewards, they complete their course or start the activities again to get a better score. All this, while strengthening team cohesion and immersing yourself in your corporate culture.

Follow everyone's progress

Gamifying training allows you to monitor the progress of your learners little by little. How? Thanks to the systems of points, levels and rewards, which they validate throughout their evolution. Using these levels, you can assess their progress and highlight their strengths while identifying areas for improvement.

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Chapter V: What are the limits of these solutions?

LMS

Limited flexibility

For lack of flexibility, some LMSs cannot be really effective in your upskilling strategy. Indeed, LMS are limited to the management and distribution of content as well as to the collection of data. Top down training courses do not correspond to learners' expectations or practices. Macrolearning formats are too long and not stimulating enough to motivate your teams to complete their training journey. This contributes to the disengagement of your learners. What do they need? To be able to train in a few minutes a day, in mobile learning, thanks to relevant content. Finally, not all subjects are compatible with e-learning. Complex and technical subjects require hybrid training with time dedicated to learning in action.

The lack of social interactions

It is difficult — even impossible — to maintain the motivation of employees throughout the career without social and collaborative aspects. Many LMSs don't incorporate these features. However, peer exchanges improve the learning experience while federating a real community. This certainly explains why nearly one company out of two with an LMS is actively looking to replace it (Brandon Hall study, 2020).

LCMS

LCMS are subject to the same constraints as LMS. These platforms for businesses are not visible to the eyes of learners. The educational content created is therefore neither stimulating nor motivating enough to keep your learners engaged.

LXP

Insufficient optimization

Often used in addition to LMS to optimize their interface, LXPs do not offer enough interactions between peers. However, the social part of learning is essential to develop learners' engagement. Because without commitment, your employees will find it difficult to complete the upskilling process.

Mobile learning

A complementary but limited solution

Mobile learning is not enough to implement an effective upskilling strategy. Indeed, this solution must be integrated into your overall training strategy to arouse the interest of your learners. To succeed in your upskilling strategy, mobile learning must be able to transmit your employees' data to the pre-existing LMS.

Mobile first rather than responsive design

Learners expect to be able to access the training from their smartphone or tablet, at any time and from where they want. This accessibility is optimal when the training platform is available on a mobile first basis. An adaptation of e-learning content will not be enough. The deployment of your upskilling strategy should therefore focus on mobile first rather than responsive design.

Microlearning

Not suitable for all upskilling topics

For learners to invest and remain committed to your upskilling strategy, it is essential to adapt the training subject to the solutions used. Microlearning does not adapt to technical, complex, or overly broad topics. Your learners may face challenges that could affect their engagement. In the worst case, they could give up. Microlearning is therefore also a complementary solution, but it cannot be sufficient in itself.

Create fun content

For your learners to invest in your upskilling strategy, you need to create and deliver fun, engaging, and engaging content. Short formats and video formats help stimulate user interest. Why? By adapting to their favorite daily practices, they will naturally invest in training.

Gamification

Beware of excessive competitiveness

Excessive competitiveness between members of the same team can damage group cohesion and interpersonal relationships. In order not to affect the working environment and the working environment, care must therefore be taken not to establish too high a level of competitiveness.

Choose the level of difficulty carefully

The games offered as part of an upskilling strategy should not be too difficult or too simple to make. Otherwise, there is a risk of losing the interest of your learners. The educational modules must be short, fun and accessible to all your employees by adapting to their expectations and needs.


To stimulate the interest of your learners, you must offer them short, fun and interactive educational content. These solutions alone are therefore too limited to successfully implement your upskilling strategy.

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Chapter VI: What if an LMS platform was the solution?

In a world where 78% of French people fear being replaced by artificial intelligence or robots, upskilling is a real asset for developing the skills of employees.


Indeed, upskilling will make it possible to fight against the obsolescence of knowledge, and today, when the sum of global knowledge is doubling every two hours, we need it more than ever!

Thus, faced with these unprecedented changes, it is essential to find a solution to follow this rapid evolution.

This is where upskilling comes in. It will help to update existing skills in order to support employees in the evolution of their job, to facilitate adaptation to future changes and to make them more productive.

But an upskilling strategy doesn't happen by itself, and not with just any tool. As we have seen, while all the pedagogies and technologies used today have their advantages, they also have disadvantages.

Determine the skills to be developed with the LMS Platform

One of the first things to do to develop the skills of your employees is to know how to identify which skills need to be developed.

While this task is often attributed to managers, for good reason, we must not forget the importance of the opinion of employees on the skills they need or want to develop.

Indeed, when we know that 70% of employees feel they lack the skills to carry out their missions successfully, it seems essential to involve them in identifying these skills in order to engage them and make them really want to follow the training courses that will be offered to them.

To do this, the Beedeez LMS platform provides learners with several means so that they can easily identify their needs and identify their potential shortcomings.

Initially, learners can answer capsules in the form of surveys. In this way, they can easily report their opinion and feelings directly to the trainers. Another feature used is self-diagnosis. Thanks to this feature, learners will answer different questions in a capsule, each question will be linked to a particular skill. At the end of the capsule, a graph is displayed and illustrates which skills are best mastered and which are the least mastered.


In this way, learners but also trainers can have a clear vision of the skills that deserve to be developed.

Create personalized training content

Once the skills to be developed have been identified, it is time to create the training content that will allow them to be acquired. To do this, Beedeez provides trainers and administrators with an authoring tool that is completely integrated and adapted to the platform.

This authoring, complete and intuitive tool allows everyone, even if they are not in the training department, to easily and quickly create training content!

The many types of content offered make it possible to offer a wide variety of formats to offer rhythmic and engaging modules to learners. In addition, they make it possible to address the various needs in terms of training support. Indeed, while some theoretical subjects can easily be explained in writing, other more complex subjects may require explanatory videos or microdoing.

Thus, thanks to its great diversity of formats, Beedeez's authoring tool makes it possible to deal with all training needs whether they are long, short, in the form of videos, audios or writing.

Training materials are therefore created easily and personalized according to the needs and objectives to be achieved before being shared with learners. Once published, instructors can edit and update this content as many times as they want to ensure that the right information is always provided.

Social Learning, an increase in skills

Trainers are not the only ones who can promote the development of teams' skills. Indeed, humans have always learned from others, by watching, reproducing and adapting the gestures and stories heard, this is what is called Social Learning.

This Social Learning logic is at the heart of Beedeez, which values the informal knowledge of employees and encourages them to share it with the rest of their community.

To do this, spaces dedicated to sharing and exchanging best practices have been set up within the platform and extremely simple creation tools, the Tips, are made available to employees from their learning interface so that they can very easily and quickly share their knowledge with the rest of the employees.


These Tips allow learners to share a short video filmed and edited on the go to illustrate a business gesture, written content to transmit precise knowledge or a question to remove a doubt or ask for details on a subject.
Thanks to this, employees themselves become actors in their training and participate in the development of everyone's skills.

A touch of gamification to involve all employees

Even if employees realize the importance of training, their busy schedules sometimes make it difficult to take action.

Thus, it is essential to make training attractive and accessible for all. To do this, Beedeez offers segmented training modules that allow you to train and develop your skills little by little, capsule by capsule. Thanks to this, employees can take advantage of the quieter moments of the day, however short they may be, to take advantage of them for training. In this way, they get into the habit of continuous learning, of anchoring the knowledge they learn every day and no longer dread the 3-hour training session on Thursday afternoon that they went to without much conviction and from which they came out with little knowledge due to lack of repetition.

Another technique to encourage learners' engagement in training is to make it fun. To do this, the Beedeez Social Learning platform offers several gamification levers within its platform. Initially, the learner interface is ergonomic and intuitive, it is pleasant to use and encourages learners to explore it. Then, the training modules allow everyone to earn points for learners. These points are then added to a ranking that aims to stimulate employees and encourage them to excel.

The progress is then marked by several rewards such as badges or avatars. This allows learners to realize their evolution and their rise in skills and thus to encourage them to continue in this direction.

Certify to value

The last step in validating the increase in learners' skills is the certification of the latter.

Indeed, with Beedeez, the completion of a capsule or a course is crowned with success or failure, depending on the learner's answers to the various quizzes offered. If he validates the capsule, it means that he has acquired the knowledge or skill treated.

But this validation is not formal. For example, Beedeez has also developed certificates. These certificates can be awarded for the validation of a capsule or a course and are intended to officially certify that the learner has validated his training.




You will be able to follow and carry out these various steps easily thanks to the Beedeez Social Learning platform in order to effectively support your employees in their skills development.

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Chapter VII: Beedeez customer case - RATP

In the 80-90s, the lifespan of a skill was 37 years. Today, a skill is acquired for about 18 months. This means that employees will have to learn throughout their professional lives to support the performance of the company.

And RATP understood this well. To do this, they have implemented a real upskilling strategy in order to prepare their employees and help them develop their skills.

The main challenge for RATP to promote the skills of its employees was to develop their desire to learn. It was important to boost the professional training offered by improving the involvement, motivation and commitment of employees.

To do this, they had to think about “how” to train learners so that training was not taken as a constraint but rather as an added value and as a real performance tool.

That's when they called in Beedeez.

Indeed, RATP and Beedeez have been working together since 2016 and have jointly developed the RATP IFR training strategy. Whereas before they were in a very top-down model, they have implemented a strategy with different training methods that all rely on and converge on Mobile Learning as the main medium to bring together all the training.

They then implemented various actions:

• They have created more than 93 capsules, including self-diagnostic capsules so that learners can self-assess their skills and move on to the training paths that will best meet their shortcomings.

• They have put in place tips to make it easy to illustrate business actions and train employees using videos.

• They offered Live sessions to re-engage learners by allowing them to learn and challenge each other together.

• They have varied the training content traditionally offered by introducing more innovative formats such as podcasts.

• They provided more general training content that did not have a direct link to job skills to encourage discovery and cultural openness.

Thanks to these various actions, over one year, the RATP IFR counts, on average, more than 31,000 connections out of 93 capsules out of a population of 6,000 employees. In addition, they were able to reach a record completion rate of 92% and a total of 18,000 views on 32 tips.

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