eLearning training for skills development or behavioral anchoring

Innovative and non-restrictive learning method, the eLearning training meets certain needs of companies that want to improve the human and professional knowledge of their employees. Fifty pushes the concept even further and offers an original online training action, based on digital technology and the active participation of learners, specifically designed for the development of skills and behavioral anchoring in companies. It is eDoing, thus moving from knowledge to concrete skills.

eLearning training in business: definition and advantages

La eLearning training is also called online training because virtually everything takes place online. The courses, course materials and exercises, but also all the resources they may need, are available to them on a dedicated platform. Just as in the context of a traditional educational system, learners will have to follow a comprehensive curriculum and pass exams to obtain their diploma or certificate.

This type of training is its success due to its flexibility. In principle, once they are registered, learners have access to the resources on the platform and can use them freely. They can thus evolve at their own pace and manage their schedule according to their availability. This particularity of eLearning is also very suitable for professionals looking to improve their skills since they are not always obliged to take time out of their work to reach the place of their training.

The only big disadvantage of the e-learning training often cited is the lack of practice, creating frustrations among employees who don't know how to put what they've learned into practice. Employees have the opportunity to move from theory to practice in their daily work life, and what Fifty decided to exploit with its solution. Moreover, many companies rely on hybrid training to optimize eLearning theory and practice (the platform). Fifty). In other words, the training includes a part that will be done online — usually lessons and written exercises — and another part in person for practice. In the case of Fifty, this practical part is also digitized.

Online courses are now available from some universities and colleges, but also from specialized organizations. Start-ups joined the list with original teaching methods.

Digital training action for the improvement of skills by Fifty

Fifty is one of the start-ups that have specialized in digital training for companies that want to help their employees optimize their skills, whether they are technical skills or human skills. His learning method is based on Nudge and artificial intelligence.

Note that Nudge, the educational concept developed by Richard Thaler, aims to encourage people to change their behavior in the situations they face on a daily basis and to adapt to them or take advantage of them. But also to make wise choices in complete freedom, without fear of sanctions. AI makes it possible to maximize contributions to individuals, with personalized paths.

In practice, training participants will find a list of “micro-actions” to be carried out on a daily basis. These micro-actions will contribute to the appropriation of skills or to the strengthening of them, or to optimizing the behavioral anchoring of individuals. The role of artificial intelligence, for its part, is to create a personalized journey for each participant, according to the targeted objectives and the micro-actions chosen.

This digital training action takes the form of AFEST (Action de Formation En Situation de Travail) since learners are immediately put into the swing of things to apply what they have acquired in their job within the company. The results and their progress are monitored in real time by the AI, which will then be in charge of offering them the actions to be taken adapted to their needs.