Technology in the service of professional knowledge
“In 2023, labor market transformations driven by technological innovations, such as the advent of artificial intelligence or the advent of generative artificial intelligence (AI), will add up to economic upheavals and growing social and geopolitical problems and from increasing social and environmental pressures.”
The anticipation in the World Economic Forum’s Future of Work report is not meant to scare readers but invites reflection: by focusing on the world of work, how can certain problems be overcome and, at the same time, implement innovation within organizations?
The answer is very direct: focus on people with the right digital (and soft) skills and the right technologies.
As noted in an article of ours to which we refer you for a complete view of the discourse here https://www.ambire.net/le-competenze-piu-richieste-oggi-e-nel-breve-futuro/ the WEF’s Future of Jobs Report reminds us that the digitization process continues its ride in all countries around the world: organizations, in order to keep up with such a fast pace while maintaining high competitiveness, must hire professionals capable of ensuring high levels of business innovation.
There are many mechanisms and tools that can catapult companies into the future of business and, undoubtedly, training is a fast-growing side that lends itself well to the implementation of new and useful learning technologies.
In this article, we want to briefly review new learning methods for training and knowledge sharing, with the aim of providing a general overview of what is happening in this side of human resources today.
Gamification
Gamification refers to the use of game elements, such as scores, leaderboards, challenges, and prizes, in nongame settings, such as the work environment or training, for the purpose of motivating and engaging people to participate in an active and fun way.
The goal of gamification is to increase participants’ engagement by improving their motivation and encouraging them to achieve specific goals. Gamification is undoubtedly interesting but also useful because it is based on social and anthropological research, studies and principles from psychology, behavioral economics and game theory. Below is a brief review to clarify what has been mentioned.
Theories.
1.Self-Determination Theory: people are motivated when they feel they have control over their activities and when these activities are consistent with their values and needs.
2.Flow Theory: people are most motivated when they are fully immersed in a challenging but achievable activity.
3.Reinforcement Theory: people tend to repeat behaviors that are rewarded and tend to avoid behaviors that are punished.
4.Game Theory: people are motivated by challenge and competition. People are willing to engage in a game if there are clear rules, defined goals and rewards for winners.
The practical benefits of gamification
Gamification has many proven benefits, such as increased engagement and motivation of participants, i.e., corporate employees subjected to the practice, as well as more effective and long-lasting learning on certain team working concepts and notions. In addition, gamification stimulates collaboration and promotes the healthy and transparent use of feedback.
E-Learning and Microlearning
The term e-learning was coined in the late 1990s by American Elliott Masie, who described it as “the way network technology designs, distributes, selects, administers and expands training.” E-learning thus allows traditional learning systems to be enriched using digital devices. DAD also falls into this category but, trivially, even video tutorials are an everyday example.
Microlearning, on the other hand, is a learning approach that consists of providing training content in “pills,” small units, often of short duration, that can be consumed quickly and easily due to their immediacy and versatility: pills, generally, fall under e-learning because they are offered in the form of short videos, often and frequently in asynchronous mode, allowing those who use them, to choose how and where they learn, all in the shortest possible time.
Fall into this category: videos, podcasts, quizzes, short lectures or interactive modules. The main goal of microlearning is to provide training content that is highly focused and targeted on a specific skill or knowledge. Microlearning is an experiential learning mode and is part of a lifelong learning approach.
The advantages found are numerous, but we will list some of them including the ability to take advantage of targeted content, consequently reducing cognitive overload. Microlearning offers greater flexibility, increases engagement and saves a lot of time without sacrificing quality.
These innovative training approaches have become increasingly important in today’s work environment where organizations seek to keep people constantly updated and ready to face new challenges.
The quality of training and its effectiveness grow as engagement levels increase: it must be made engaging, adaptable and flexible, exactly as the market demands today. We at Ambire Benefit Society design and deliver training for organizations precisely along these guidelines: if you are interested in innovative and quality training, based primarily on developing and enhancing soft skills and gentle leadership through webinars, videos, team building or tailored corporate welfare paths, contact us at informazioni@ambire.net and we will be happy to meet you and find the best solution for your organization.
