In any successful organization, the need for training and ongoing organizational upgrading is paramount to the business’s success. Suggestion is forwarded, that the implementation of distance training is an effective tool for reducing training cost, while saving time and creating a more knowledgeable and productive workforce, (Bigley, 2007). Staff and employee training relegate much needed funding to ongoing professional development, at a diverting of other necessary expenditures for different needs within the formal structure of an organization.
Heretofore, modifications to existing programming have met with modest impact in financial savings, as the critical curricula in place become degraded in the process, culminating in extra instruction with employees to obtain the same level of organizational readiness. Obvious null effect is presented with this methodology due to the extra hours necessary for the same amount of training.
Enter a differing methodological approach to the same issue. By forwarding an accelerated learning systems design, which impacts personnel to learn at an accelerated rate, belief is presented that this methodology will improve employee readiness and at the same time reduce the necessary training hours with an increase in employee speed in personal training cadences. Evidence forwards, any project is disruptive by nature and should be concentrated in those activities with the greatest impact on enterprise strategic goals, (Hammer, 2004). By concentrating on employee personal learning style and speed, belief is forwarded that training hours will be reduced and provide a funding windfall in the process.
Memletic’s High Performance Learning
While employment may provide formal training, how much is remembered two weeks, six months, or a year after the course? The value gleaned from such training often depends on personal learning skills, (Memletic’s, Advantage.com, 2006). By focusing on employee learning rates and styles, the company will see marked increases in skill rates and information assimilation, and the amount of employee by-in, in the process has no price tag associated, that can belay the benefits to this design strategy to employee satisfaction with an enlightened perception of company caring.
Memletics describes the following with reference to this design’s benefits. Improved memory and learning come from mental fitness. Mental fitness determines how well a person will learn and remember new information. Mental fitness controls how effectively an employee uses brain power to achieve the goals the company is trying to promote, (Memletic’s, Advantage.com, 2006). These goals are greater speed learning critical training materials, greater retention of company training materials, reduce training costs, and promoting improved cost effectiveness with training methodology.
Financial outlay is the concern of every administrator when addressing budget. The minimalist financial “Best Practice,” is no funds earmarked. This is, however, not realistic. The Memletic’s accelerated learning system provides an electronic formatted, printable PDF. This format allows one to read the manual on screen, or a print out for personal use. Cost $19.95 USD, (Memletic’s, Advantage.com, 2006). By using existing technology already in place, manuals can be provided for employees for the price of just the copies. Training facilitators can then be tasked with integration into the training regime for employee impact. The system can be imparted as part of existing curriculum until satiation of this strategic dynamic is provided to all existing employees, or can also be provided as a block of training to promote impact at an even greater concentration level.
The issue of technology incorporation appears moot, as this system is presentable with the existing software already instated with the company. The internet, to the printer, and finally instructor dissemination, is the projected flow chart for this strategy. Power Points, hand-outs, and question and answer interactives are already in place and provide for a minimal impact to the training structure as existing today. Once reviewed, technology appears to be a null issue with the integration of this accelerated learning design.
As job roles change at an excellerated pace, the ability to learn well, adapt to change, and stay mentally healthy has an increasing importance to employment and company livelihood. The need to retrain, during a career, has increased over the last 20 years. Often it's the training budget that organizations cut first when economic times are tough. In addition, more companies are using computer-based training to reduce overall training costs. This form of training can reach more people in an organization, however, the value each individual receives from the course can vary widely depending on learning skills, (Memletic’s, Advantage.com, 2006). Accelerated learning is a concept worthy of consideration within the confines of the company’s training program. When each employee is provided with a design, that at its core, places the individual at center stage, improved training methodological interface is sure to follow. The financial gains gleaned from reduced need for retraining, greater employee understanding, individual by-in to company operating procedure, and quicker assimilation of critical training materials by far outweigh and minimal gratuity forwarded to fund this project.
Though asked to scrutinize a vendor website for short-comings little in the way of negative impact with this design’s implementation and practices remains. The gains presented are a viable means to approach a company's training program, increase employee personal programming, and improve efficiency and knowledge, all based on a company’s required training curriculum.
Bigley, N., 2007. Planning for Distance Learning and Education. Franchising World. Vol.39, Iss.8, pp.17-19. Retrieved from, http://web.ebscohost.com/
Hammer, M., 2004. Deep Change, Harvard Business Review. Vol82, Iss.4, pp.84-93, 10pp. Retrieved from, http://web.ebscohost.com/
Memletic’s Learning Style Inventory, Advantage.com, 2006. Retrieved from,