As the COVID-19 pandemic brews a second wave, organisations have rapidly shifted their resources toward a digital platform. Albeit digitalisation is not a novel concept, international social distancing measures have turned a progressive choice into a fundamental workplace practice. E-learning, which differs from traditional learning methods through the use of online services, contains valuable advantages for sustainable workplace development. The following post will explore these perks as a means to encourage e-learning practices for jobs in Malta and worldwide.
Nowadays, organisations prioritise skills-based development for employees that are transferable to a variety of contexts. The lifelong learning rhetoric is a popular one; a recent report showcases its value as a high organisational priority. There are a number of reasons for this, including:
• Keeping up with a competitive economy: if you’re looking for jobs in HR, IT, accounting, and so on in Malta, employees must be updated with current workplace trends and requirements. This is to stay on top of the game in an economy that values an updated and skills rich resumé.
• A competitive edge over other organisations: promoting sustainable development for your employees allows for a workplace culture willing to challenge present trends for a more progressive and innovative environment.
• A medium for personal connection: e-learning supports collaboration between supervisors and managers alike and increases performance evaluations alongside skills development. This supports a climate that endorses constant communication and flexible management.
• A value in autonomy: e-learning places trust in employees to engage in learning tasks for themselves and their career. The autonomy required from the employee’s end supports an intrinsic value to the learning experience and exposes a more modern understanding of what learning in the workplace entails.
It is worth mentioning that learning in itself is a complex phenomenon that can be carried out in a multitude of ways. Employees must be accepting of an e-learning platform, should organisations be willing to engage in learning services through these mediums; it is only then can successful learning be evaluated. It is therefore necessary that organisations determine their specific workplace requirements and personal attributes of employees, prior to adopting an e-learning approach. There are further resources and research which supports identifying these factors and applying this knowledge to help improve a sustainable workforce.
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