In recent years, there has been a noticeable increase in the number of companies across the globe adopting video technology to influence business outcomes.
Its contextual applications are plentiful, with new and interesting uses for video within the business environment appearing every day. Consequently, it is safe to say that the use of video in companies has reached the stage where if your organisation hasn’t invested, you could be losing out to those businesses who have.
5 ways video positively impacts training and development for employees
One of the most notable and popular uses for video in this regard is in enhancing internal training and development opportunities to employees. Whether this be for standardised or bespoke training, coaching or employee on boarding, there is an underlying consensus that video for developmental practices is highly effective in embedding adult learning; an understanding that is backed and proven by research.
1. Standardised training
Every organisation has training requirements that are common to more than one employee; it is therefore important for everyone to receive it to the same standard. Organisations who use video to record their training provisions are able to ensure standardisation with ease. Moreover, the process goes a long way in preventing knowledge gaps within teams and departments as all information is recorded on film, so potential differences in its distribution are removed.
2. Sharing of standards
In a similar vein, another application of video technology is the sharing of organisational standards. This is another important dynamic for organisations as standards influence business outcomes such as client retention, public image and reputation.
Video can provide an engaging, yet powerful format for Human Resources and Learning & Development departments to distribute expected standards.
3. Onboarding new staff
When a new employee is in initial training, there is always lots of new information to be digested. This can range from day-to-day responsibilities and expectations, to company history, image, or standards.
It is important for this information to be understood and embedded for successful on-boarding. The introduction of video technology into the initial training process makes this learning curve more manageable; critical information can be presented in the most effective way that research suggests, and moreover, the employee can revisit these videos after initial training.
4. Access to best practice
Some organisations have embedded video technology deeper into their training and development provisions by allowing staff to record and share their best practice. Inspired by school teachers, who capture best examples of teaching practices and share them with other colleagues for developmental purposes, these organisations use video in the same vein.
Furthermore, catalogues of best practice can be created as a powerful tool for training and development purposes. Whether you’re a trainer, salesperson, lawyer or a mechanic, sharing examples of best practice is an excellent way to ensure expertise spreads throughout your organisation.
5. Contextual feedback
Finally, video can be used within training and development is to allow staff record their practice within coaching programmes. In its simplest form, this allows for the learner to see and hear themselves acting out what the feedback is saying. There are numerous research papers to support that contextual feedback has an extremely high impact when embedding adult learning, particularly when coupled with access to best practice.
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