Building a path to e-learning

The labor reality must change, but it must change because the university reality is changing, precisely the university reality. If we look at the constants, it is now common to interpret the university space as a place where, in addition to education, students are provided with concrete, immediate, and, many times, paid work tools and experiences in real-time and space. That is why many core employees of various U.S. companies show a constant that their superiors are concerned about: they leave their jobs to continue building their academic life within a university.

Let it not be misunderstood, and we want to make it very clear: it should always be a priority for a boss, manager, or CEO that his employees are 100% trained in aspects outside and specific to the work environment. However, how to control this constant migration of core employees to universities? By offering them the training, certification and education, they are looking for outside the company.

Online education is proving to be a great source of opportunity for business leaders and the employees who make up the business. It covers the elements previously mentioned and creates a link between the company and the employee. This link can be converted and translated into high levels of commitment and satisfaction.

We can divide the benefits of digital learning into four points:

Access: The digital era has solved problems as essential as mobility or distances. Suppose before an employee had to travel a certain distance to get to a course or training, thus investing money and time. In that case, today, access to the network is practically open to the vast majority of people. Forget the problem of "I can't get there"; the user, which is the employee, will have within reach of his computer or mobile device the entire platform where the teaching process will occur.

Everything is customizable: We all remember: those long, tiring, and uninteresting courses where, when we left, with our brains mush, we thought, "why did we see all this? What good will it do? Psychologists who specialized in work behavior have discovered over the years that employees are retaining not even 30% of the information given in platforms. The critical thing in this numerical assessment is not that it is a low number, but that this 30% always results in invaluable and exciting things for the employee. E-learning allows the learning process to be like this from the beginning. The experience, being interactive and playful, is customizable.

Flexibility: That three-hour training that stretched out over an entire day is not something employees want, need, or appreciate. The flexibility of e-learning does not mean that there will be no time margins for the teaching-learning process. The most famous is gamification, a process that many companies like Google, Microsoft, and Reddit use with their employees: learning is fun from reward systems. This is just one example of flexibility, one of many.

Low cost: Think of it this way, and it all makes sense: investing in an e-learning platform is a one-time investment that will profoundly impact many people, i.e., employees. An investment of this nature will give the results whose traceability will not be immediate but not long-term.