5070-Assessment 1

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Capella University *

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5070

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Business

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Feb 20, 2024

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1 Brianna D Skipwith HRM-FPX 5070 Section 1 HR Challenge: Learning in the Flow of Work February 4, 2024

2 Memorandum To: Organizational Leadership From: Brianna D. Skipwith HR Business Partner Subject: Software Investment Decision Date: February 4, 2024 Introduction Employers may maintain consistent production rates without failing by keeping staff members up to date on the ever evolving business landscape while still getting the job done. To maintain employee growth and preserve an organization’s workforce, developmental learning is crucial. It’s difficult to figure out how to carry out this training when things are still running smoothly. Previously, companies would have to close, hire instructors to come to them, or arrange for staff to be transported to the instructional arenas for instruction. The bottom line suffered when output was lost because employees were unavailable or had to close in order to complete this training. It became extremely important to find a training medium that would allow for ongoing operations and the simultaneous performance of necessary exercises. Learning in the flow of work will soon become a widely used phrase across all businesses. When workers can work and receive instruction simultaneously, it is significantly more productive than when they have to complete these task independently. Software firms jumped at the chance to create the most sought-after computer-based, internal training systems, and it was sprint to completion. The reality of getting much-needed training completed by business owners become more accessible. Workers could fit in quick training sessions during

3 breaks or even their lunch break. Managers might use databases to monitor training completion and notify a large audience electronically about changes in business policy and necessary training. Characteristics of Sales Software & Facilitating Learning in the Flow of Work A few crucial features of the software that the Learning and Development Department suggests can be seen when we examine it. These features help to validate this idea. The software has internal microlearning sessions first and foremost because these mini-lessons last only three to five minutes; participants levels of engagement are maintained. They are not only easily assimilated and brief, but they may also be accessed directly from within the application, saving the user from having to abandon their current task to receive software assistance. The app’s pop- up help messages are another important feature. These alerts will show up when it appears that the user could be having trouble using a certain section of the program and could need some help. For new users of the application, this fantastic. While novice users will love this function, more seasoned users may find it annoying when these suggestions keep popping up and interfering with their efforts to stay in a continuous state of flow at work. As a result, the programmers allowed users to individually turn on and off the help feature within the application as needed (Bersin, 2018). The application’s searchable database, which enables users to locate solutions or detailed instructions on how to accomplish tasks, is one of the final important elements that can help. Identifying 3-5 Critical Success Factors That Come from the Software Characteristics The affordability issue and the business’s capacity to support and maintain these systems will always influence the features of the software options. Reaching an agreement among staff

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4 members over the preferred learning platform would be another smart place to start. Additionally, the training needs to be business-focused and guarantee that employee’s knowledge of their responsibilities is always improving. Choosing the kind of learning that needs to be done should be another consideration because not every employee has the same technological proficiency. Ensuring that a software meets the needs of all users will be crucial for its features. It will be advantageous to have user-friendly devices that are portable and may be utilized in an office or stationary setting. In order to prepare for the advent of new software, it is important to set realistic deadlines for training completion. This will help new hires become familiar with the systems and what is expected of them going ahead. Giving people enough time before implementing new software or changing operations processes might reduce anxiety for people who might not pick things up quickly or understand more information the first time. Including everyone’s input as a team, regardless of how this is accomplished, will lead to less resistance when the time for change arrives. Critical Success Factors and How They Influence the Software Implementation It’s critical that the Learning and Development Department presents its initiatives as being in line with the corporate goals. Any training program will find it difficult to take off and make sense from a business standpoint if they are unable to accomplish this; nonetheless, if they are successful, then positive business outcomes will undoubtedly follow. There are nine success criteria in all, but we’ll concentrate on the next four and how they affect success (Bizcommunity.com, 2019). 1) Sync with objectives and plan for impact:

5 Training software should not only be closely related to the user’s goals, but it should also have a quantifiable effect in order for employees to continue to buy in to the program. The company’s objectives include monitoring vendor requirements for goods they want to resell. These businesses must determine the optimal pricing for those commodities in order to turn into a profit. It is our responsibility to advise them in certain circumstances. 2) Include learning into the workflow and make sure it is applied: According to reports, fifty-four percent of workers will need some kind of upskilling or reskilling. The easiest way to achieve this will be to have easily readable and accessed learning material (Hudson, 2017). This program certainly satisfies the needs for learning in the workflow because it includes integrated microlearning sessions, in-depth learning sessions, and searchable resource databases. 3) Make it a fruitful branding exercise: Developing a brand gives the program a unique identity. It enables consumers to identify with the program and build its brand because it has a distinct identity. The program naturally integrates into the company’s brand because the company is well-known for being extremely cost-conscious while in the business of assisting other businesses in saving money and making the success factor relatively easy to adopt. 4) Establish internal champions: Nothing strengthens buy-in more than internal champions. An internal champion is an individual who genuinely believes in the product from the inside out; what matters even more is if the champion can provide statistics to support their claims. Once the program has been implemented, the organization can start by keeping an eye on its top achievers. After identifying the top users, the program can offer detailed usage reports that include the amount of the time spent on each

6 transaction and the training the individual completed. In addition to identifying internal champions, this can result in best practices being shared between peers and strengthening the team as a whole (Arghode et al., 2017). Learning Theory Used to Best Assist Sales Representatives Behaviorism is the appropriate learning theory that the learning and development team believes should be applied throughout implementation. Behaviorism learning theory is predicted on the idea that learning happens successfully when a person uses conditioning to establish a link between stimuli and desired responses. When used appropriately, the approach can be quite helpful for online teaching. The program itself serves as the external stimulus and when users delve deeper into, microburst training sessions are introduced to them. These task necessitate answers, which starts to train the staff members to become an expert in the software (De Matas & Keegan, 2020). Conclusion/Recommendation on Proposed Software Several software modes will need to be implemented in order to complete all of the task and fulfill the training criteria essential for success. Employees may participate in brief seminars to finish microlearning or informal training using a company database. There is a wide range of this kind of software accessible so it will be simple to select the best one for the demands of the business. Through the microlearning platforms, more significant planned training for staff upgrades or enabling deeper training can also be managed. Software that prepares a transformational learner for a whole new role inside the organization may be slightly more restricted in its availability. This training program won’t be needed on an ongoing, repeating basis.

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7 References Arghode, V., Brieger, E. W., & McLean, G. N. (2017). Adult learning theories: Implications for online instruction . European Journal of Training and Development, 41(7), 593–609. Bersin, J. (2018). A new paradigm for corporate training: Learning in the flow of work . JoshBersin.com. https://joshbersin.com/2018/06/a-new-paradigm-for-corporate- training-learning-in-the-flow-of-work/ Bizcommunity.com. (2019). Implementing a learning project: 9 key considerations for success . SyndiGate Media Inc. De Matas, S.,S., & Keegan, B. P. (2020). A case study on adult and workplace learning . International Journal of Education and Management Engineering, 10(1), 11. Hudson, J. (2017). Putting learning experience design into workplace learning . Training & Development, 44(5), 7.

5070-Assessment 1

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