110 MY E.G. SERVICES BERHAD Registration No. 200001003034 (505639-K) MATERIALITY MATTERS (cont’d) 2. In-App Experiences This type of learning & development and support content allows employees to learn in the flow of work, at the exact moment of need, without leaving their digital tools. This type of learning empowers employees with the right support content at the right time, is more engaging and interactive, cuts down overall training and onboarding time as well as improves the productivity of workers. 3. Learning in the Moment of Need This type of learning experience is much more effective than traditional training, as it provides employees with support content in the flow of work. This allows workforces to become more productive, as instead of spending dedicated time on “what-if” training and development, they’re learning with real-life experiences – in the flow of their daily work. This type of learning has been shown to retain more knowledge than traditional types of learning, as it has more importance, is interactive, and allows learners to connect the dots between the answer they’re being given and the problem at hand – as they’ve experienced the issue first hand. 4. Microlearning Microlearning is a type of learning that breaks down learning content into small, bite-sized information modules. Smaller learning sessions offer the right amount of information necessary for learners to achieve a specific training objective, making microlearning valuable in business contexts. Microlearning is effective because learners apply the skills they’ve acquired before they lose attention, thus improving knowledge retention. This is also referred to as real-time learning. 5. Real-Time Employee Feedback With real-time employee feedback, Learning & Development teams can ask learners for their feedback or more in-depth long-form answer surveys – directly after or in an employee training course. Learning through in-app experiences, with knowledge bases, or while learning in the moment of need all present unique opportunities for L&D teams to build in simple, short questions that pull vital data on the impact and helpfulness of their training and support content. Alongside adopting these modern training trends, MYEG looks to bolster its learning and development infrastructure with key initiatives including: Choose a modern learning platform Training and development books Mentorship programmes A great way to create this atmosphere is with a modern learning management system. With the purpose of employee long-term development, training and development initiatives can be created individually or with the help of a learning management system. Orientations, workshops, lectures, case studies, simulations, and computer-based training (including e-learning) are all common training methods. Creating a list of suggested books to read with download links, if available. This can then incentivize this initiative further by creating a company book club. Employees would read the same book and then discuss it over a dedicated time like a lunch and learn. Not only will this help enforce the topics learned, but it will offer different perspectives and collaboration between employees. This can further drive new key skills learned. A mentorship program is one of the training and development initiatives that can integrate a new employee quickly. Mentors can help teach new skills and give the ins and outs unique to a given company. Plus, this relationship offers a fresh dynamic than a supervisor or a co-worker offering a different viewpoint that is often needed.
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