Disprz

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Skilling for Business Performance | Disprz

Stay ahead of the skill velocity curve by keeping your team skill ready. Launch hyper-personalised learning pathways. Track real-time skilling analytics https://disprz.com/skilling-for-business-performance/

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Low-Touch High-Scale Employee Onboarding | Disprz

Improve time to productivity, predict attrition levers, automate 30-60-90 day employee onboarding pathway, track real-time data, engage with one solution. https://disprz.com/low-touch-high-scale-onboarding/

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Off-the shelf content repository | Disprz

Ever expanding, ever growing content repository with on-demand integration to engage your learners. https://disprz.com/content-repository/

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What is the best LMS to use and why?

A learning management system is an enhanced learning software used by organizations for tracking, documenting, administering, assessing the educational/training courses provided for the employees. 

Disprz is the best enterprise learning software provider in the market. They cater to customers from across 135+ countries and in different industries. They constantly innovate and explore to provide fun ways of learning to their customers. 

Few of the best features of Disprz LMS:

The prime point in building an LMS software is identifying the gaps in the present system and filling them effectively through reskilling/upskilling. Few features that make Disprz stands out are:

1. Diverse format of learning - 

Disprz allows the user to learn in various formats like classroom learning, live tutoring, social learning, self-paced learning, The learner can customise according to their preference.

2. Microlearning and multilingual content -

When the learning format can be made fun, learning material can be made too. Disprz offers bite-sized smaller contents that can be assimilated easily. The bigger concepts are broken into smaller and more fun concepts. The bite-sized learning materials are either in images, short videos. They also provide muti lingual options which can help employees who prefer learning in their vernacular language.

3. Content Repository

With 10 million learning assets across 100+ global content providers  Dispz helps users to access various content under a single format.  Powered by AI, content can be customized as per user needs.

4. Mobile learning:

Disprz provides mobile learning, where the user can learn from their smartphone, tablet on the go. This has proven to be the best solution for reskilling and upskilling the frontline teams of the organisation. 

5. Tracking and analysing user data:

Disprz allows to track and analyse the learner user data and their performance based on training. The supervisor can directly access the reports and check on the status of the progress in training. This helps save a lot of time spent on obtaining and preparing reports on the manual front.

[disprzblogs]

Why is corporate training important for a business

Corporate Training help creating self-sufficient teams

Corporate training programs help employees to stay focused on  goals. It is crucial for businesses as they help employees build upon their existing skills. These skills provide employees with in-depth knowledge and understanding of the business.  

What are the benefits of corporate training 

Develop Agile Workforce

Firstly, corporate training help create an agile workforce which means it can build a sense of readiness. It empowers employees with multiple skill-sets to adapt and respond to the outer stimulus. 

Create team spirit

Collaboration is the next mandate as it encourages combined learning and teaching. It puts together the strengths of every individual so, as a whole, they drive businesses towards the better. Social learning is the basis of collaboration as it helps organizations disrupt, innovate, and grow. Disprz can help to develop a collaborative workforce with their social learning tools which engage in online discussions, polls, and active participation on real-time issues. 

Motivate new employees 

With the right kind of corporate training, onboarding can be made quick and seamless. Employees get comfortable and set in with the environment in a quick span as the processes are automated. Corporate training allows discovering the organizational knowledge, skills, and behaviors that make them good insiders. 

Engage actively with frontline teams 

Frontline teams are the face of an organization so it is important to educate them and keep them aware of the business. Mobile-based Training programs for frontline teams enable them to learn on the go. The app-based learning will allow for more visibility so your frontline team can be more active about the changes in the organization. 

Enable better Workflow 

This technique encourages individuals to experiment and learn. It is more like on-the-job training that provides complete flexibility. Learning while doing builds confidence and also allows for more exploration. It can get your employees to brainstorm and arrive at various ways of solving a problem.   

Conclusion

An organization can become successful only if it has a skilled resource pool. To let your employees harness some pivotal business skills you need to provide them with the right kind of corporate training. 

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What  is learning agility and why businesses should start focusing on it

As a result of covid -19, companies have realized it’s time to redefine the strategy to become more resilient, proactive, and adaptive. Companies bring in a better learning program that imparts the skills mentioned above.

In recent times, Learning agility has gained more popularity and is valued more in this ever-changing world. Learning agility is a set of complex skills that makes the employee more adaptive, proactive, and resilient. So an agile employee has a mindset that can navigate through disruptions in a better manner. If you are an HR or L&D manager, it’s time we start focusing on imparting these learning agility skills to our employees.

So before we plan on how to achieve enterprise agility, let’s understand the term and its advantages and how we can imbibe it in our existing learning process.

Learning agility is a set of multiple skills: mental, people, change, results, and self-awareness. Each skill considers the uncontrolled external factors and defines how we react to them successfully without affecting the people around us. Learning agility looks too fictional, but statistics have proved that agile employees create a better impact than regular skilled employees.

It has been researched that 25% higher profit margins were found where there were highly agile employees. (Source)

Below are the few advantages of having a highly agile workforce.

1. Assist in better decision making 

Managers are solely responsible for the decision-making process, but times have changed. Companies require active employees who take strategic actions in their regular work and be more productive. Taking small decisions in their day-to-day work that would impact the process positively are few ways agile employees can be part of better decision making.

2. Change Agents

So many companies are innovating and bringing new solutions. It’s time we have executives along with CEOs and top managers become part of this innovation table. Having agile executives will help management innovate on solutions that matter the most and create a win-win situation for both organizations and customers.

3. Handle disruptions with ease

Robotics and other innovations are being built to face future uncertainties. Companies today require risk-takers who can handle disruptions and use the uncertainty to the company’s advantage. Agile workers are the risk-takers who can survive as well as thrive with a clear vision.

4. Creating better leaders 

Agile workers are great leaders who motivate and handle the emotional and mental pressures of the team better. They are team players as well as leaders who can manage the team well. 

5. Deal well with critics 

Agile workers are emotionally equipped; stats have proved that high emotional IQ can be an excellent skill for handling disruptions. 

Building a learning agility program can look impossible, thanks to multiple learning tools provided by enterprise learning solutions providers. We see many MNCs adopting these programs with ease.

a. Develop better training programs

To impart any skills, it’s essential to build a training program, but HRs and managers miss out on making it highly engaging and interactive. 

Below are methods that can ensure we impart an active learning agility program.

 Customize skill program 

Learning agility focuses on multiple skills that vary from person to person. It makes sense that L&D managers and HR concentrate on a personalized learning tool like LXP, where employees can develop their learning pathways based on their current skills. 

LXP’s AI-based recommendation and blended learning concepts are great ways for employees to build an active learning program. It has been observed in many companies that post-LXP program, employees are more engaged and enjoying their learning program. 

 Developing brainstorming sessions

One of the main aspects of learning agility is people agility which concentrates on handling critics, being open to ideas, understanding other people's perspectives, and communicating with one another to develop innovative ideas. 

These skills can be addressed if we have regular connections with team members. With tools like social learning, employees can connect through online open discussions and knowledge-sharing sessions by colleagues. These tools serve a great purpose in developing teamwork and collaboration to develop better ideas and solutions for the company.

Develop rewarding methods on completion of training programs

To ensure active participation, companies can develop rewards and recognitions programs. With gamified learning tools available in LXP, employees get a chance to be recognized and be more active and motivated in training. For example, Disprz Gamified has multiple features such as breakout rooms, live leaderboards, live polls, and roulette wheel, which have been great engagement-based tools to ensure active participation and collaborative learning methods.

b. Assessment 

Learning is not complete without assessment, and learning agility requires better and accurate assessment methods. Hence it’s essential to use advanced tools to ensure such results. 

 More than the regular general assessment 

We are developing an agile workforce that requires regular tests. Still, unlike traditional assessment, we need feedback-based tests, risk assessments, and real-time comparisons, which are difficult to develop if we consider the age-old tools. 

But with LXP, companies can develop engaging questionnaires, speed tests and collaborate with managers on learning issues. For instance, we can build a stress test through LXP’s mock calls feature involving managers who will assess the training and impact in real-time. 

One of the added advantages of LXP is its AI-based evaluation which can gather data points such as measuring the soft skills, stress levels, speed analysis on completion of the training program, and assessment. It can also recognize employees' role-based skills as well as general skills required for the organization. 

c. Monitor of training programs 

Training programs such as these are continuous and require to be updated regularly with  LXP analytical reports. We can develop overall employees’ performance and compare them with future roles.  With LXP, managers can stay one step ahead and ensure learning agility programs are successfully implemented.

If we need to develop learning agility, it is crucial to provide intense training that matches the current technological advances that point towards AI-based LXP. LXP is an advanced tool that helps your employees be active learners and create a collaborative learning environment through its social learning and gamified tools. It also helps companies monitor and assess more accurately and ensure a successful learning program.

[disprzblogs]

Top 3 ways to measure the skills gap in 2021

In recent years and especially during the covid-19 pandemic, many leaders and corporate heads have realized how important it is to have a prepared workforce to face the disruption. If you look at the future of work, it’s evident that technology with a sustainable environment will directly affect the style of work and impact productivity, company culture, and leadership. 

To survive in such an ever-changing environment, a significant factor to acknowledge and develop is the continuous learning mindset within employees. Companies need to develop learning programs that make employees more resilient to face challenges with ease. 

In reality, even though there has been considerable development in enterprise learning solutions, many companies are still lagging. Statistics have shown that many industries are facing substantial challenges in bridging their existing skill gaps.

Research shows that more than 200,000 job postings require cybersecurity-related skills and that employers have difficulty filling these positions (Source)

It is Important that the L&D managers measure the skill gap at regular intervals and develop a continuous learning program. First and foremost, they need to address their employees’ existing skill gaps and future skill gaps. 

“Skill Gap Analysis” can help identify skill gaps of individuals, teams, and organizations. It gives insights into the gaps and helps develop a strategic learning program to bridge such gaps. It considers various metrics such as physical, cognitive, emotional, social, and technological skills. It is essential that companies choose a suitable model which provides better understanding. The process involves gathering information from employees through questionnaires, tests, interviews and analyzing them using various methods and tools.

With technological advancements, various learning tools make it easier for L&D managers to analyze the skill gaps and these tools are highly reliable for forming a better learning environment.

Below are the three ways to measure the skill gap 

1. Benchmarking  

One of the methods is to compare the current skill with existing role requirements or future role requirements. Based on this, companies develop the skill program it needs to build. 

Benchmarking can be a long process if one doesn’t have a database of skills required for each role in the organization and the existing skills data at all levels. 

It should be noted that the company should consider technical skills and various soft skills that enhance better performance. After developing the benchmark, they need to compare them with the existing skillset within the organization, which might require the maintenance of large amounts of data on spreadsheets. 

But with help of a role-based skill benchmarking tool by Disprz, companies can identify their skill gaps through skill scores which are computed based on the data from comprehensive assessments like 360 assessments, psychometric tests - Big 5, and tech skill coding, all under one platform.

2. Self Assessment 

One of the best methods which can provide valid and reliable data is the self-assessment tool. With tools like LXP, learners can be provided with a questionnaire to understand learners’ issues, their likes, dislikes, and interests. These series of questions can be made more interactive with LXP friendly UI interface making learners be more open and honest in answering such questions. 

These self-assessment tools, once set up, can be regularly updated by learners to assess their training impact which will help companies identify skill gaps in real-time.

 3. AI-based Observations

Another approach to identify skill gaps is by observing learners’ training and impact on their work. These observations are highly suitable for project-based work and for frontline workers. Companies can develop required training programs and make their employees take part in the program before starting their work. Based on their understanding of the training and their performance, we get important insights such as employee’s grasping power and learning speed. 

With LXP, such observations become easy to capture and gain in-depth access. AI can capture numerous data from learner’s activity and provide deeper insights through analytics and graphs which are easier to understand.

Assessments such as these have proven to be beneficial to employees and management. By identifying skill gaps, companies can develop long-term strategic plans regarding higher-level promotions, manage workflows, distribute workloads and make rational decisions. 

As we move ahead, it has increasingly become important that we understand relevant jobs and future requirements of these jobs, and apply highly developed skill gap analysis methods with advanced tools which help us prepare for the future by correcting the present.

[disprzblogs]

Upskilling and reskilling in BFSI due to digital acceleration

The banking, Financial Services, and Insurance sector (BFSI) represent a significant portion of a country’s economy. The steady growth witnessed in the economy is mainly due to its robust BFSI ecosystem. A smooth functioning BFSI sector brings financial stability and encourages capital mobility.

 As rightly said by Mr. SS Mundra, Deputy Governor of the Reserve bank of India -The banks are the lifelines of the economy and play a catalytic role in activating and sustaining economic growth.” 

 Digital acceleration in banking has changed how business is done, and it has improved business culture, processes, and customer experiences. Young users have driven digital banking growth with the faster adoption of smartphones and high-speed internet connectivity.

 But with accelerated digital transformation, the BFSI sector faces many new challenges:

 Cyber security 

Online fraud - It has become common to hear news on online scams. While mobile banking brings ease of operation, we have noticed many innocent users are deceived easily. It becomes essential that the industry develops strategies to stop these frauds and create better awareness among users.

Client management

24/7 availability - Maintaining existing accounts can be challenging, especially in retail banking, where numerous issues are cropping up daily, which need to be resolved quickly within a day. It becomes a matter of the bank’s reputation to ensure the customer’s issues are addressed within the stipulated time.

Introduction of new products and services

Third-party transactions, online investments, and online credit approvals.

With numerous services partnering with BFSI, employees must know the same and help customers access such services. They also need to be able to address grievances related to such partnering services.

 Considering the challenges mentioned above and the sheer number of transactions that happen every minute, BFSI companies must develop their workforce to be highly skilled and adept at handling the technology and ensuring customer satisfaction. Both these skills require regular upskilling and reskilling. With technology changing rapidly and high expectations from the younger generation of customers to have a seamless banking experience, employees must be trained regularly to be up to the task.

 Upskilling and reskilling have always been important in BFSI since employees are generally transferred to different job roles leading to the requirement of regular training. BFSI companies have mandatory training sessions to ensure employees are well equipped to carry out their functions. It is the best strategy used across various industries to handle skill gaps. It is the perfect solution that can be developed quickly and impacts the existing workforce and new employees. 

 Digital acceleration has not just impacted the BFSI industry; it has developed a great revolution in the corporate learning industry. Many enterprise learning tools are available for upskilling and reskilling BFSI employees. These tools are highly effective for all levels of employees. Be it onboarding, continuous training programs, or frontline employees; these tools can help ensure a better learning environment.

 Below are the tools which help in accelerating the upskilling and reskilling training program.

 Learning tools for all your needs  - There are different aspects to employee training depending on the company’s needs:

Organizational Level -

Compliance Training - These are the mandatory training by government bodies such as central banks, security exchange boards, etc. These can also be important when employees are moving to new roles. These different training requirements can become difficult for L&D managers and employees to manage and ensure active participation. With LXP, push-based training becomes simpler for employers and employees. Managers can create multiple learning programs with ease and send reminders to employees to complete the same. Employees can easily access such content from their Dashboard.

Self-Paced Learning  - Employees who require any additional learning that is not part of such a compliance program need not worry; with LXP they can create highly personalized pathways that suit them thanks to enormous content availability.

 Flexible Learning Options 

Mobile Learning 

BFSI services are spread across tier 2 and tier 3 cities where learning can take a back seat due to lack of infrastructure. But with simple and easily memorable learning content made available on users’ mobile devices, employees can take an active part in learning.  For instance, Disprz LXP mobile learning with microlearning content ensures learners be more active and learn on the go.

Blended Learning 

Unlike traditional methods where users have to go through tons of paper documents, BFSI employees can now access numerous content through LXP.  It provides various learning formats such as questionnaires, webinars, videos, presentations.  Employees need not just depend on one set of sources but multiple sources to ensure better clarity all under one roof.

Social Learning  

It is essential to learn with the team, especially in an industry like BFSI, the employees must often collaborate and discuss the pressing issues. 

With LXP,  learners get access to social learning features where they can regularly collaborate through open online discussions from anywhere and anytime.

Regular Assessment 

BFSI industry reports use regular assessments that evaluate users’ performance with so many procedures and mandates. Yet, such evaluations are often noticed as ineffective in developing a clear understanding of users’ performance. Imagine gaining access to insights such as high and low-performance areas, completion rates, the difficulty of learning a program, gaps uncovered through these programs.  These insights provide essential inputs to companies in evaluating their workforce and take strategic actions.

With LXP, companies can easily access such data and provide highly interactive analytics that can be easily shared across the organization.

Learning in the flow of work

With the LXP’s integration tool, managers can guide their employees by providing learning content to understand or engage with them virtually through these tools during the learning process to ensure the employees have understood the content well. 

Today’s workforce is more concerned about career growth and willing to upskill themselves to achieve that constantly. Companies must maintain high motivation levels and control attrition rates by providing an engaging learning program to their employees. The highly competitive BFSI sector needs to adapt and strengthen its workforce, boosting performance and setting a high standard in the learning environment. 

Gaining access to advanced tools like LXP can be the best way to accelerate your company’s learning environment.

[disprzblogs]

Take a step ahead in learning and development with LXP

Why does the learning platform play a vital role for LXP Managers? 

Technology support - 

Every learning and development manager's objective is to develop a continuous learning program where every employee takes an active role and be a part of it. It can be a Herculean task to manage different skill development programs at all levels, conduct regular assessments, and update the program to be on par with the current technological advancements.

 Thanks to technological advancements in enterprise education, L&D managers are implementing such programs and gaining better results. These programs have provided cloud-based learning, chatbots, hybrid classrooms, and many more learning tools to create a better learning experience.  

 Gartner Group predicts that, by 2023, more than 70 percent of organizations will need a human capital management suite with various learning apps to support corporate learning. 

LMS and transition to LXP

One of the initial platforms offered by learning software providers has been LMS. It started as a knowledge management tool where it helped in managing, organizing, and sharing learning program documents developed by the organization. It has also been efficient for onboarding training. Its mobile-friendly accessible dashboard with the user-friendly interface (UI) and other integration services have greatly helped L&D managers.

 LMS was incredible, but we are in a time where massive technological disruptions are revolutionizing businesses. One such evolution in the enterprise software industry is the Learning Experience Platform - LXP. Employees and managers noted that they required more interactive features for better collaboration. They have also requested varied content options and technological features like data and AI, and thus LXP has come into existence. 

The LXP is a highly personalized and experience-based learning platform, and it's time to delve into the brilliant features of LXP. 

 Answer to all the questions 

 Better collaboration  - With work-from-home options becoming normal, companies require an online platform that helps in a productive learning experience. LXP provides multiple collaboration tools such as 

 Social Learning - LXP's social learning feature allows employees to interact with each other regularly. For instance, if employees cannot understand a new process provided in the training program, they can ask questions in an open discussion forum and wait for an answer. They can also collaborate with a colleague online and discuss the process steps to gain better clarity.

  Gamified  - LMS is restricted to a simple organizing learning platform, but LXP has brought fun elements into learning.

For example, having competition can be an excellent booster for faster learning. Online leaderboards for each department can motivate employees to be on the top, and companies can keep rewards for the continuous better performer. Transforming employees to be enthusiastic participants is a sure way to keep the learning trajectory up.  

  Blended learning -  Learning is a skill that differs from person to person, and it will be wrong if companies stick around with traditional classroom learning methods. LXP provides various learning methods to help organizations and their people grow, disrupt, and innovate.

 Informal - LXP provides formal and conversational content through online videos, podcasts, webinars, and research documents. Such content can be a great help for employees. For example, informal learning options are the best choice if an employee is stuck with formally documented content and unable to proceed. Multiple content formats such as online podcasts or video lessons etc., can make learning faster. 

 Microlearning - LXP microlearning feature has proved to be an excellent learning feature for employees. Disprz LXP had helped frontline employees in the Banking Industry to learn the new features faster through their micro nuggets called flashcards. Unlike before, banking employees could grasp faster and had a better recall due to such content.

  Mobile Learning - LXP, just like LMS, offers an app-based learning method, and its high UI interface has made employees learn on the go. These features have continued to be helpful for sales employees, frontline workers, etc. Employees can download the content when there is better network connectivity and study them whenever possible. This feature might sound simple, but it is vital as it ensures that learning happens continuously.

 .

 AI-Powered - AI has been part of all industries, and it can create a significant impact on enterprise learning. LXP with AI features has plenty of advantages; they include;

 AI Recommendation - LXP has a vast content repository with AI recommendations. It helps in understanding your employee's requirements and recommends what content suits them the best. For example - Unlike before, employees need not search google to get content. With the help of AI, LXP will understand your skills, skill gaps, learning patterns, and methods to provide multiple learning content that suits you the best. It makes it easier for employees to research better and be more engaged in their learning.

 AI Analytics - Reporting is old and AI analytics builders with predictions are the best way to analyze employee performance. The L&D manager can access the learning behavior of the employee and understand the future path the employee shall be taking. Such analytics have helped companies to promote, distribute work better. 

  Personalized Learning - 

One of the crucial features of LXP is personalized learning, which helps develop a learning pattern based on the employee's strengths, needs, skills, and interests. It creates a learning plan based on the same, which varies for every employee. For Example - With LMS, employees had to stick with a single learning plan developed for each department. The limited content and rigid processes may not be helpful for an employee who wants to learn advanced content. With LXP, employees can jump and start their learning program based on their skill level and learning pattern.

  The Learning Experience Platform is the road ahead and the future of enterprise learning. Its features have made it the best learning platform for various industries such as BFSI, Logistics, Healthcare, Aggregators, and Software companies. The learning platform is more engaging and provides experience-based learning. If an L&D manager prefers to digitize the learning programs and create a more productive workforce, then LXP is the best tool to invest in.

[disprzblogs]

The new normal required a strong reskilling for frontline workers

Many new roles and responsibilities have emerged post-pandemic. Make your #frontline employees future-ready and help them go beyond the immediate role with Disprz end-to-end #skillingsuite.  Read more.

[disprzblogs]

Benefits of using a Learning Experience Platform (LXP)

New technological advances are disrupting the market, and a product category that is rapidly expanding is LXP - a term coined by Josh Bersin.

There is a change in the way people learn; unlike earlier generations, structured pathways are not followed, and people prefer learning on the go.

Companies need to address this, and learning platforms like LXP have revolutionized enterprise learning with advanced features.

 What is LXP?

A dynamic and emerging platform that every L&D manager would dream of, a Learning experience platform delivered using the software as service,

at first glance, a Learning Experience Platform may appear comparable to a standard learning management system (LMS).

What sets the Learning Experience Platform apart is the AI-based LXP platform can create hyper-personalized learning pathways that cater to each employee's role, interest, and proficiency. It represents a significant departure from the usual delivery of corporate learning and development.

 LMS v/s LXP

Unlike LMS, LXP is a learner-centric platform that allows users to curate their learning from a broad array of individualized materials. With power like that, users can seek a better experience and be more active and enthusiastic in the learning program, which is an objective that every company wants to achieve.

If LMS makes us follow existing pathways, LXP gives us the experience to personalize our paths.

 In 2020, the Learning Experience Platform (LXP) market was estimated to be worth around USD 508.5 million.

Let’s take a look at the five significant benefits of LXP  

Top 5 Benefits of Using LXP

1.     AI Recommendation

Content is the key, and today’s users require abundant training material to choose the best, but a content library can go waste if you can’t discover what you need. Users require recommendations that shall be suitable for their liking.

LXP contains a vast content repository, but its AI Recommendation helps employees select personalized content to their liking.

Just Like Netflix, Amazon Prime -  LXP provides curated content to fill the skill gap and the possibility of selecting the learning method that suits them the best.

 2.     Personalized Learning

Learning requirements differ from user to user, and For example, a new joinee might look for onboarding training materials, whereas an executive search for compliance training requirements. It will be difficult for companies to create learning pathways for every user.

But, Thanks to LXP, users can create their learning pathways with a personalized dashboard, which helps them take account of their experience and prior knowledge.  

3.     Social Learning

Studies say social learning has a higher impact than formal learning; the Learning program is incomplete if it lacks collaboration and networking options.

LXP platform, social learning is more fun and dynamic: It includes online forums, questionnaires, virtual sessions, and a dashboard designed to interact with colleagues regularly.  

 4.     AI Analytics

To make training programs successful, managers need to monitor and evaluate the impact regularly. The non-availability of reports or lack of data can be a hindrance for managers to assess periodically.

LXP’s vast access to data can showcase user learning progress and present trends to users and administrators. Along with traditional reports, we can also extract information such as active learning time of the user, future insights based on user’s learning, comparison with job metrics and learning assessments, and all this information in real-time. Such reports can help managers and employees to make better decisions.

 5.     Mobile and Micro-Learning

Continuous training strategies can go ineffective if learning is not flexible. Users require the liberty to choose where to learn and how to learn.

LXP’s MLearning  + Micro-Learning options are gaining popularity. If LXP’s Mobile learning feature allows users to read anywhere, its microlearning option enables users to learn through flashcards and helps readers be more enthusiastic.

Such creative and flexible methods are the best way to keep the learning program running.

Impact of LXP

Many companies are collaborating with the LXP platform providers such as Disprz and have seen excellent results in their process.

The results have been positive, such as increased sales by 20% through LXP’s microlearning formats or 100% active participation in the learning program.

The future is coming to us, and it is time to take a leap and create an experienced learning platform that enables your employees to be more proactive and agile.

[disprzblogs]

Why skilling and reskilling are crucial for the banking and finance industry.

BFSI stands for Banking, Finance Services, and Insurance, and they are the core industry required for any country. Increased population, growing disposable income, increased consumerism, and easier access to credit made BFSI a million-billion-dollar drive.

 The Bureau of Labor Statistics predicts that the share of financial advisory roles in the total employment pie will increase by 7 percent between 2018 and 2028. (From Investopedia)

India’s Banking, Financial Services, and Insurance (BFSI) sector are expected to provide jobs to an additional 1.6 million skilled workers by 2022. (From Economic Times)

 Technological advancements have impacted the banking industry; Cheque Encoders in the early ’80s, ATMs ‘90s, and biometrics transactions in the recent past. These advancements have helped in reducing human errors but have also increased the risk of security.

 Banks need a highly skilled set of employees who can handle such risks and adapt well. With continuous disruptions, there is a high need for qualified employees, and the best option for banks is to develop an active learning system to create a workforce for the future.

  Empowered Skill force to face disruptions

 To incorporate new technologies: companies need to upskill employees about new digital revolutions and reskilling them to use their skills effectively in the new digital era.

 But, lack of resources is causing banks and financial institutions unable to develop an effective training program. Upskilling might be the best solution, but L&D managers are facing great trouble establishing a better program.

 Technology-aided learning has been a great solution to create an impactful learning program. Implementing learning software and developing a learning program on them can be beneficial to employees and employers.

 Below are the challenges faced by Banks and how enterprise learning has helped develop a better skilling program.

  Lack of Simplified Version of Technical Concepts

 BFSI gets many regular updates on government regulations which are highly advanced content and not structured, making employees less interested and challenging to remember.

 Learning platforms provide micro-sized content like flashcards that are better structured and easy to remember. This microlearning format has also helped bank frontline employees to learn on the job.              

      2. Robust Training platform to track and monitor

 Training many employees in a bank can be time-consuming, and the skill gaps might vary, making the training program ineffective.

 Disprz AI-powered LXP has been an excellent help for bank employees to create their personalized learning journey, considering their skill gaps, learning needs, and content requirements. It also provides relatable content and develops a better learning pathway.  

By using LXP, employees are more actively engaged in their training programs.

     3. Lack of collaboration that helps in overall productivity

 Interactive learning can help employees to solve their doubts on the go. It can also provide immediate feedback on any banking transaction they are working on by connecting through an online portal with colleagues across various departments and branches. Such platforms are great for solving issues faster.

 Learning software has social learning features where employees can have discussions, polls and share their views online. These portals are also a great help if banks and financial institutions send any quick updates on work-related issues.

      4. Lack of performance measurement tools post-training  

 An active learning environment is incomplete if we don’t enable a performance review or a regular training assessment. Current assessment tools are a tedious process with loads of paperwork.

Having learning software, users can share their learning performance on the go, and with built-in analytics, users and administrators can gain better insights on learning programs.

       5. Lack of tools to match current technology

  We must adopt new technology while training the employees; current learning software has come up with multiple learning features which can help to make learning more fun and engaging.

1. Mobile Learning - Training is not restricted within the conference rooms, and due     to covid disruptions, companies need to develop a flexible training     platform that is accessed easily anywhere and anytime. These training     programs have also helped bank frontline employees to be actively involved     in their learning.

 2. Gamified Learning - Learning can be made fun, and it’s been     proven that gamified learning methods are a great way to learn. Learning     software has developed online gamified learning programs like a roulette     wheel, text wall, breakout rooms, live leaderboards, which have helped     users be more engaged and productive.

 Hence it’s clear that enterprise learning platforms provide practical solutions to upskill and reskill employees. It’s time BFSI companies choose a fit, cost-effective, result-focused enterprise learning platform to keep banks compliant and competitive.

[disprzblogs]

How LXP can help in cultivating a culture of learning

A robust learning culture among employees is one of the strongest traits of high-performing organizations.

Culture or learning is one where employees continuously learn and apply new knowledge and skills to drive individual and organizational performance.

 Today, over 87% of employees are either experiencing skill gaps now or expect them to occur in the near future. (Source: Mckinsey)

 An employee’s attrition rate is not just based on appraisals. Today, employees want companies to invest in them by providing access to training opportunities.

 Our corporate culture is evolving, and demand for innovative training methods is growing. With the advent of Analytics, Digitization, and virtual collaboration, Enterprise learning platforms are coming up with advanced learning solutions. One such noteworthy solution offered is LXP.

 Learning Experience Platform

 Today’s employees prefer Learning to be not bounded and pre-set. They like to discover their skill gaps and search for training content and methods which suit them best.

 LXP - Learning experience platform ensure that users are actively engaged in their learning. This AI-Powered LXP software has many other features that consider the issues companies and employees face to create a highly interactive learning experience.

 Why LXP is a perfect choice for creating a learning culture?

 ·       Power of AI and Data

o   AI and Big Data are ruling the world, and there are numerous benefits of using AI and Data and LXP - an AI-powered LXP is an excellent example for the same.

o   Content Recommendation - Discovering the content takes more time; with so many learning courses available on Youtube, Udemy, Coursera, one can quickly feel lost. With the power of Analytics, we can develop a pathway based on your skill level and job.

§  LXP’s AI can also develop a pattern on future learning requirements based on your usage, current skills, and interest in preferred skills.

o   Blended learning - Gone are the days when training meant listening to lectures and reading numerous pages. It can be made interesting through AI recommendations on various learning formats. As a user, you can learn a topic through video, through your colleague, through micro-content forms, quizzes, etc. LXP not just offers access to unlimited content but also provides diverse content formats based on user preference.

·       Stress-Free Monitoring and Reporting -  

o   LXP makes reporting and evaluating easy; LXP software enhanced features provide significant insights into the learning ecosystem

o   Your analytics dashboard -Detailed analytics provide insights on users learning progress, learning gaps, skill improvement from baseline, etc.

§  LXP doesn’t limit itself to developing reports but produces analytics that engaging with graphs and personalized messages.

o   Real-Time Monitoring - The user can anytime log in and access them and share them with his managers. Managers can access individual reports and the whole team and re-develop different kinds of information for better understanding. Few examples are track learners sessions, assess how fast they learn, skills which they are highly trained, etc. This analytics can help managers to build their team, take better projects or divide work better.

·       Learning in the fast lane -

o   Learning can happen on the go while traveling back home by bus or during your coffee break. LXP has developed multiple ways which make learning enjoyable. The below features add the experience in learning.

o   Mobile Learning - In 2020, the mobile data traffic value globally was 40.77 exabytes per month from 28.56 exabytes per month in 2019. These factors are increasing the mobile learning market. LXP mobile app feature provides learners an option to download the content and read it whenever they want.

§  Mobile learning formats sized into small content helps readers to learn quickly. These formats are a great way to train your frontline workers who are always on the road.

o   Social Learning - A collaborative learning model, is famous since pre-historic days. We learn better when we learn together, but social and traditional classroom learning never went hand in hand. LXP Social learning feature helps companies to bring all their human resources together to collaborate and learn together. Instant updates and online discussion options are great ways to connect with teams and exchange doubts and ideas.

o   Gamified Learning  - Learning through games has many benefits. It keeps your user motivated, creates healthy competition, and keeps learning an ongoing process. LXP, like Disprz, offers gamified learning options like breakout sessions, online polls, roulette wheel, scoreboard, etc.  

 Its various features are a great way to build a continuous learning platform.

LXP is the answer for the future of learning, and it has been creating great success stories along the way.

[disprzblogs]

Enterprise Learning Solution Let us help in building an agile workforce, take advantage of our enterprise learning tools.  The tools are designed to fit unique learning needs of your enterprise, Read more.

[disprzblogs]

Low-Touch High-Scale Employee Onboarding | Disprz

Improve time to productivity, predict attrition levers, automate 30-60-90 day employee onboarding pathway, track real-time data, engage with one solution, Read more.

[disprzblogs]

Leveraging skill assessment to build an agile workforce

Rapid technological changes, competitive markets, shifting demographics, and other advancements have necessitated business structures to be adaptable. It is supported by a vital element that is often overlooked: an agile workforce. An agile business organization requires its workforce to promptly adapt to the constantly changing needs of clients, business, and the market. It is pivotal to assess, identify and address skill gaps to build an agile workforce that can adapt to rapidly changing environments..

Bank on Skill Assessment to Survive 

Workplace assessments are a great way to bridge the gap and it is a valuable tool to assess your organization’s talent pool. 

Benefits of Skill Assessment

Consistency - By regular skill assessment, we can ensure all the employees are on par with the standard defined by the organization.

Personalized Programs - Regular Skill assessments lead to better training programs. With new skill sets learned through these programs, your employers are stronger than earlier.

Measure progress - Based on the progress, employers can plan for future projects.

Employee Engagement - Skill assessment creates a win-win situation for employees and employers. Employees will be more confident to collaborate and work together, creating a better work environment.

How to set up a good skill assessment program? 

Everyone is different and it’s natural that we need to create a dynamic skill assessment program that doesn’t overlook the future potential. Every assessor faces challenges but thanks to significant advances in technology, and due to the aftermath of Covid 19, we have better strategies to face these challenges.

●       Identify and Address the Skill Gaps

To make your workforce as agile as possible, you need to analyze your company’s goals and skill needs. But ever-changing dynamics and en number of roles in an organization can make it difficult. We need to define each role and the skills required for the same. 

What if you gain access to  role-based skill benchmarking that help you identify and benchmark skills for 2000+ job roles. - https://disprz.com/role-based-skill-benchmarking/

●       Improve the Skill Readiness with advanced AI Technology

After defining the roles, we need to create a customized program for each employee. Creating programs that help in bridging the gap and also helps employees to learn on the go. It keeps track of their learning to give better results.

Organizations can enable such interactive programs through LXP, an AI-driven hyper-personalized skilling pathway that understands each individual learning interest and creates a customized program. 

●       Enhance Adaptability and Experiment with New Approaches

The program needs to be flexible for employees, easy to track and monitor for employers. We can create all this, a feature-rich scalable employee assessment and skill-building platform that enables your workforce to stay up-to-date with predictive trends and new compliance standards through LXP.

It helps in fostering a workforce that tries new strategies or technologies that can indeed encourage innovation from all levels. 

●       Track the Learning Progress to Ensure Training Effectiveness

Detailed analytics report not only helps you to track your employees’ learning progress and customize the training accordingly but also enables you to link it to the business impacts and get insights on crucial predictive trends.

Disprz - Revolutionizing  the Enterprise Learning

As the fourth industrial revolution is unfolding at a constant pace, workforce agility is the difference between a business thriving or disappearing. From manmade technology to COVID-19 pandemic, disruptions can appear in any form and change the fate of your business.

Disprz empowers organizations to find the best opportunities even in such disruptions, Leveraging the power of the cloud, mobile, and artificial intelligence. 

Disprz can help organizations identify trending skills in their industry, build impactful pathways to bridge these skill gaps, and drive digital skilling adoption for building potential.

[disprzblogs]

The Skill Stack (our complete suite) | Disprz

Nxt gen skill-based learning. Identify the right skill, assess the gaps & bridge them with AI-driven hyper-personalised learning with disprz skill stack.