In theory, the discourse of promoting a online training environment for employees is something that draws attention positively, attracting credibility to the company. In practice, several difficulties may arise when applying corporate education, especially getting engagement in online training.
But why is it so difficult to get professionals to get excited and apply themselves with this kind of virtual qualification? In this article, we will address some factors that explain this issue and present tips on how to achieve the objective of engaging professionals to participate in training. Keep reading!
WHY IS TRAINING EMPLOYEES SO IMPORTANT?
Before we talk about the difficulties that hinder engagement in online training, it is worth understanding the importance of offering training in the company.
In fact, continuing corporate education, whether online training or face-to-face, is a practice of excellence, adopted by large companies around the world. Even more so today, when processes are increasingly technological.
In this way, offering a qualification program in the professional environment is fundamental for individual and collective evolution in the work environment. It is an attitude that benefits all parties.
On the one hand, employees develop and improve their skills. On the other hand, the company receives more qualified and productive services.
BUT WHAT DOES IT MEAN TO ENGAGE IN ONLINE TRAINING?
Different dictionaries indicate that the verb to engage is related to “to participate by collaborating with something”. In politics, engagement is associated with ideological identity, with the struggle for a cause. In the commercial sphere, the semantics of the word are more in line with interacting with a brand and, in the context of training, the meaning is the same.
Engaging with a corporate course taught online means actively participating in activities, understanding the importance of content and fully enjoying the learning process.
WHAT ARE THE MAIN LEARNING DIFFICULTIES FOR EMPLOYEES?
You may be wondering: after all, if online training is positive for both companies and employees, why is it so difficult to get engagement in this type of program?
The answers are varied, but most of them have to do with questions of generational profile, environmental factors and social contexts.
Let’s go to the first point: if your company’s professionals are not very engaged, it may be that they are not used to this teaching and learning model, for example, or that they are not adapted to the use of technological tools.
Another factor is the environment where they carry out their studies. Is studying at home — often with children, partners, animals and household chores — viable? Does fatigue also end up contributing to non-engagement? These are issues that must also be evaluated.
PEOPLE ANALYTICS: WHAT IT IS AND HOW TO APPLY IT IN CORPORATE Online Training
Many have heard the terms Google Analytics, Facebook Analytics or even YouTube Analytics, so when reading the title of this text, you might think that we are talking about software for managing people, however, this is not the case. But what is People Analytics anyway?
First of all, we must think about companies. What is a company’s greatest asset? Your employees. When the team is motivated, engaged and applied, great results can come out of each of the company’s sectors, making it necessary for employees to be, if not the main, part of the company’s biggest concerns.
People Analytics is that, the name of a methodology that can be applied by the HR sector of companies aiming to create a satisfactory, efficient and happy work atmosphere.
In this article we will address a series of points: what is People Analytics, what are its levels, how is it applied in Brazil, what are the advantages of applying it in your company and what are its applications for corporate online training .
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WHAT IS PEOPLE ANALYTICS?
In Portuguese, this term means people analysis, that is, it is a way for the company’s human resources sector to aggregate information about all people from the most diverse departments, organize it and identify patterns or needs. This method takes human resource management to a level of excellence, working directly on top of the company’s talents.
Usually this aggregation and organization is done by software, where it is possible to draw conclusions about productivity, efficiency, how happy they are to be working there and even engagement with the company’s purposes.
In short, it’s a multidimensional way of looking at all factors regarding employees. Data is collected individually, through observation and even on the social networks of employees.
In this way it is possible to draw conclusions such as:
- What brings motivation?
- Conflict situations;
- Reasons for low productivity.
LEVELS OF ANALYTICS AND WHAT INFORMATION DO THEY BRING?
The consultancy Gartner proposed the division of People Analytics into four levels, let’s go to them:
1 – DESCRIPTIVE ANALYTICS
Or descriptive analysis, it is the level at which information allows you to look into what happened in the past, in some defined period of time. This level is already used as a tool by the Business Intelligence sectors of companies.
2 – DIAGNOSTICS ANALYTICS
Or diagnostic analysis, it allows you to analyze the reasons behind a problem, using statistical techniques and advanced information analysis.
3 – PREDICTIVE ANALYTICS
Predictive analysis uses the two previous levels, that is, what happened in the past and the reasons behind a problem to project future scenarios, in the same way, using advanced statistical and econometric techniques.
4 – PRESCRIPTIVE ANALYTICS
Prescriptive analysis is the most advanced level of all, where it is possible to identify solutions to problems, minimizing risk and any adverse situation.
In practice, People Analytics can be used for much more than finding an ideal candidate for a vacancy, being possible to monitor the organizational climate, define raises and promotions and even cross-reference information from employees to define who is most apt to be invited to a career development, with online sales training , or training of trade marketing professionals , for example.
WHY ADOPT PEOPLE ANALYTICS IN YOUR COMPANY?
The benefits of adopting People Analytics in your company are diverse, among them bringing more efficiency and excellence to the company’s Human Resources sector, better understanding your employees, motivations and reasons for high or low productivity, creating metrics to attract top professionals , with training, appreciation, career plan, among many others.
Companies like Google, YouTube and Facebook have been using this technique for years, and because of that, they are now considered references when it comes to employee satisfaction.
The old method of HR analysis, with one or two people making decisions based on personal judgment, will not move your company forward. Improving the processes and tools being used is the key to embarking on the new century.
THE PROCESS OF TECHNOLOGICAL ANALYSIS IN CORPORATE TRAINING
When we talk about People Analytics and corporate training, we are talking about an enormous efficiency gain. We have already given an example before, identifying and outlining leadership profiles to work on, but there are other benefits:
- Hiring – When using PA, your hiring process will already bring someone more qualified to your company, reducing training costs in simpler tasks;
- Team analysis – By analyzing the entire team of collaborators, it is possible to identify which are the knowledge bottlenecks in each sector, or even locate individually who needs training. In this way, training becomes more efficient and the company saves;
- Retention – The PA can help you find professionals within your company who are dissatisfied and need to be valued. This can come through promotions, but also through courses and training (proven one of the factors that most retain talent);
- Predictive Analytics – As we mentioned earlier, when predicting future scenarios, it is possible to take the lead and already offer training to avoid these situations.