Corporate training has always been an integral part of business, and the electronics sector is no exception to this norm. With companies experiencing growth rates of between 2-4% a year, this need for training is becoming more and more paramount. Without effective training, workers are often unhappy, and as a result inefficient in the workplace, and money ends up being lost. To ensure learning is made the most of, new ways of keeping training up to date with growth are being welcomed. We are seeing a shift towards online learning in order to accommodate this.
Sony- As one of the leading electronics giants, Sony are unsurprisingly leading the way with incorporating e-Learning into their training. With an emphasis on career development, much like their traditional training, employees are encouraged to use the company’s internal portal, which acts as a source of information geared towards aiding career progression. This includes help with personal growth, which alongside their company mentoring system continually promotes learning in the workplace. The successful blend of classic and online training makes for a unique strategy of corporate learning.
Apple- Countless investigations have been carried out on Apple as a way of finding out what it is that makes them so successful. People have discovered that unlike many large corporations, Apple are set on providing in-house training throughout the year, offering tailored courses from the moment their staff step into the company. The majority of this takes place online, on an internal website only accessible by Apple employees. Here, staff can choose the courses they sign up for, giving them a sense of autonomy and personalisation to their learning.
Siemens- Having e-Learning programmes is becoming fundamental in large companies, and Siemens takes this to the next level. What makes them stand apart is their web-based training programme, which is accessible by employees globally. This means that over 18,000 members of staff all get the benefit of having the same information, but can go through it at a pace comfortable to them. Siemens have implemented this with the aim that new recruits can learn what to do quickly to keep up with the fast-paced environment of their business.
Ericsson- No company does multi-technology learning like Ericsson, though, where they have over 800 courses delivered using a range of technology. With a strong emphasis on low-cost but high quality training, it makes sense that their approach is somewhat more blended. From on-demand updated content to video presentations and virtual classroom training, they haven’t prohibited e-Learning to just one platform. Courses can be chosen based on how they’re delivered, so they can match well to people with a range of learning styles as well as the business.
Motorola- Making corporate learning resources accessible is something some companies struggle with. However, Motorola has developed a new learning system that tackles this problem. Graphics-based and loaded with in-built reminders, learning here is made as easy as possible. Not only this, but employees can watch their own progress and adjust their learning style accordingly, to ensure the training they’re completing is beneficial to the company, but also to them.