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Learning at the moment of need

Stimulating the desire to learn with a strategic learning-mix

Whether new knowledge concerns a new software implementation, release of a new version or the communication of new corporate-wide regulations (e.g. compliance), employees must take it on board and embrace it faster than ever. However, given the demands of day-to-day work, there’s hardly any time left for learning.

Flexible learning methods in demand

Classroom training lasting several days is therefore not always a suitable method, and certainly not in globally active corporations. That’s why organizations are increasingly turning to more flexible learning methods that are not tied to a physical location, such as web-based training or virtual classroom training.

But the underlying concept is often lacking

Such training methods often take the form of one-off, island solutions for specific projects or particular themes. A strategic training concept is lacking. Consequently, despite the advanced learning technologies, employees continue to regard learning as a burden.

Establish a contemporary learning culture

With the comprehensive and activity-oriented approach to learning taken by tts you can initiate a transformation in your company’s learning culture:

The focus shifts from learning “off the shelf” to learning at the “moment of need”
Arouse the desire to learn …

The idea behind this is that you only ever communicate the knowledge that is needed at a specific moment. Motivational presentation and an intelligent reduction in the amount of learning content mean that employees don’t learn anything beyond what is necessary, and they are less likely to forget what they learned. As a result, their desire to learn in increased.

… with the strategic learning-mix of tts

The precondition for this is that you divide up the learning content in a purposeful way and then strategically intertwine the individual learning methods, ideally according to projects and departments. Moreover the employees must be made ready for the new methods.

    • Production and learning times are significantly reduced
    • Knowledge transfer is considerably more effective
    • Employees can help themselves at any time
    • The quality of work outcomes increases
    • Employees are motivated and competent
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