Why is mobile not buzzing yet? (Part 1 of 2)

This is the first of a two-part guest blog post from Speexx, sponsor of NextSteps 2016, NetDimensions’ Global User Conference.

Going through recommended readings posted by HR thought leader Laura Overton, I noticed that thought Leaders in HR often speak about the top trends in learning and development. And their bucket list for 2016 includes cloud based learning platforms, micro-learning and “going mobile”.

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But how much are we using mobile learning in our communication training programs? Are we really implementing it?

At our annual Speexx Exchange conference in December 2015, we shared the results of a survey conducted among HR and Talent development experts a few months prior to the event. When prompted on the topic of active use of mobile devices for corporate training programs, only 35% replied that they allow and actively promote the use of mobile devices for training purposes.¹

 

Step 1: Drive the true potential of mobile

So, if we are praising mobile learning, and discussing it with our peers at conferences, yet not actually doing anything about it, do we truly understand its added value? And how can the use of mobile support HR leaders to contribute to their organization’s goals?? In order to do so, we need to understand how mLearning can support HR managers in contributing to organizational goals, as well as support the learners in achieving a successful learner experience, directly contributing therefore to an effective training program.

So, why is mLearning the right way to support your L&D? Because mobile savvy learning is fast, flexible, inexpensive, practical, and more engaging than other methods.

Classroom training consumes time and resources. Learning on a mobile device allows the user to access training while on the job, exactly when it is needed, saving valuable time.

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Furthermore, the use of mobile devices enables learners to optimize their time. Learning on a mobile device allows learners the flexibility to access training wherever they are, so they do not have to be anchored to a desktop. In addition, learning on mobile devices is more cost effective than having to provide desktop hardware solutions.

From a practical point of view, mobile hardware solutions in several cases are actually the only workable solution for employees who do not work at fixed stations, e.g. employees in the healthcare industry, in retail functions, service/repair roles, or sales.

Mobile learning is also critical for employees who rely heavily on the notion of just in time learning. For example, our client British Telecom has been providing their engineers with mobile devices to address technical training issues for years. Another example of the necessity of mobile devices for learning purposes is the case of a communication skills training program for a large French luxury house we work with. It would neither have been practical nor effective to put sales personnel in a desktop learning environment. Instead, learners used tablets to follow the course on the actual work floor (and were able to apply their skills instantly as a result).

¹ The 4th annual Speexx Exchange survey (December 2015)

Click here to read Step 2 and the conclusion of this blog post.

 

Contributor

Mehdi TounsiMehdi Tounsi
VP Americas & Global Alliances, Speexx

Speexx helps large organizations drive productivity by empowering employee communication skills across borders, supporting over 8 million users across the globe in 1,500 organizations. Speexx offers an award-winning range of cloud-based online language learning solutions for Business English, Spanish, German, Italian and French.

With over 20 years’ experience in the learning industry, Mehdi has successfully implemented learning and talent management strategies for various industries, including content providers and LMS platform specialists. Mehdi assists global organizations in meeting the challenges linked to cultural diversity, improving communications within global operations and developing learning programs to enhance workforce mobility.

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