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The Evolution of Corporate Training That Not Many People Know About!

Author: Kritesh Anand
by Kritesh Anand
Posted: Oct 23, 2018
corporate training

In this competitive marketplace, technologies and people are outdated within the blink of a second, leading to business complexity. An organization cannot keep on employing new workforce all the time. It needs a way out of this problem and corporate training programs have emerged as a solution. Corporate education is a skill enhancement focused to enhance the skills of the work employees of that company.

In this article, we will discuss the evolution of corporate training.

The corporate training industry has been around for a long time and it has always been affected by new technology. The evolution of corporate training, each driven by technological and economic change can be classified into different phases which are given below:

1980s: The PC Era

During 1981, when PC was introduced, trainers started to build video disk and CD-ROM based training; which included animation, videos, assessments and interactive. Although, these program were expensive but were more profitable than teachers, so companies bought them. While this content was useful, it only ran on a single PC, hence learner’s progress couldn’t be tracked. But, once PC networking emerged, developers created a tracking standard which helped in tracking learner’s progress on a server. All this led to birth of Training Management System and later the Learning Management System (LMS).

1990s: E-Learning is born

In the 1990s, as web browsers hit the market, the phrase "e-learning" was born. An enormous industry of content developers, learning management systems and tools, and was born. The instructional standard at the time was an "online course catalog" or "online university." There were plenty of problems of course. Content was expensive to build; the technology was glitchy (video barely worked, mobile was almost impossible, and simulations were difficult) But quickly the market matured and nearly every company developed an e-learning portal for its employees.

1998: Google is born

Google, within a few years, taught internet users that "browsing a course catalog" was slow and boring when we could just search for what we want. While L&D managers kept talking about Google as the "next big learning platform" and the iPhone started to change the way we build content, the L&D market was still living in the paradigm of "courses" and most online content was traditional e-learning.

Read Also: Corporate Training is important for career growth

2005: Talent-Management Takes Over

The consumer technology world was undergoing a revolution. The technologies of YouTube, Twitter, and iPhone were born in 2005, 2006, and 2007. These three technologies, which all came together within a few years, changed the way users interact with content and quickly made video, short-form content, and mobile apps explosively easy.

Video and Continuous Learning Emerges

Initially the idea of video-centric, short-form learning was scary: would people learn? Would the content be good enough? Do we have to edit it all?

Within a few years all this concern went away, and pioneers proved that this new paradigm was real. In the initial days video was hard to author (Flash was a poor player), but as the iPhone became popular self-authored video became easy. Thanks to the growth YouTube, L&D designers started to accept self-authored video (instructional designers were often naysayers). A new paradigm was born.

Now we are here

The basic role of corporate lessons is to make sure that employees have been given the knowledge and skills so that they can perform well in the field they are from and can compete in this ever changing corporate world and market. Fundamentally, corporate instruction is a way of knowledge transfer by updating the trainee with an instructor demonstrating how a function is to be performed in a fresh way. Corporate training is beneficial, if done from reputed Corporate training in Delhi NCR. Though corporate education involves both formal and informal programs to design and improve the skills but in the end it ultimately grooms a employee to a more valuable employee for the organization.

About the Author

I am Kritesh writing a blogs for 1.5 years and shares my views on education, tech,lifestyles etc.

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Author: Kritesh Anand

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