Good organizations are always looking for innovative strategies to improve employee performance. Mobile learning is one of the most effective tools they can use – it is a strategy that uses mobile technology to provide training and support at the point of need. While mobile technology has been a mature technology for almost a decade now, L&D organizations at all levels have lagged behind general adoption. In part, the lack of adoption is due to a lack of clear vision to integrate mobile learning into an organization’s business and HR strategies.
The Strategic Importance of Mobile Learning
Mobile learning is mainly concerned with employees’ capability to access learning resources as well as performance support tools through smartphones and tablets. It works best in providing training that can be accessed anytime from anywhere and directly linked with tasks performed by workers on daily basis.
Nevertheless, unlocking the full potential of mobile learning rests on its alignment with the overall learning strategy of an organization which must also reinforce business as well human resources strategies across board.
Alignment with Business and HR Strategies
Before diving into mobile learning, it’s essential to establish a clear alignment with the organization’s business and HR strategies. For instance, if a company’s business goal is to increase sales by enhancing customer engagement, the HR strategy might focus on improving employee knowledge and skills in customer service. The learning strategy would then aim to provide targeted training that equips employees with the necessary competencies to achieve this goal.
In this context, mobile learning can be a critical component of the learning strategy, offering a flexible and responsive way to deliver training that meets the specific needs of employees while directly supporting business objectives.
Using Gilbert’s Six Boxes for Performance Enhancement
To effectively leverage mobile learning for performance improvement, it’s helpful to consider Gilbert’s Six Boxes model, which identifies the key factors influencing employee performance:
- Expectations and Feedback: Ensure that employees clearly understand what is expected of them and receive regular feedback.
- Tools and Resources: Provide the necessary tools and resources for employees to perform their jobs effectively.
- Incentives: Offer appropriate rewards and recognition for good performance.
- Knowledge: Ensure employees have the required knowledge and skills.
- Capability: Verify that employees are physically and mentally capable of performing their tasks.
- Motivation: Foster internal motivation among employees to complete their tasks.
Training initiatives typically focus on the “Knowledge” box, but to achieve substantial performance improvements, it’s vital to address all six boxes. Mobile learning can support this holistic approach by delivering knowledge while also providing tools, resources, and performance support directly through mobile devices.
Crafting an Effective Mobile Learning Strategy
A successful mobile learning strategy goes beyond simply transferring existing training materials to mobile formats. It involves a thoughtful approach to ensure that mobile learning truly supports workforce performance and is integrated into the broader learning ecosystem.
Key Principles of a Mobile Learning Strategy
- Less is More: The goal should be to deliver only the essential training needed to improve performance. This could mean shifting away from traditional, lengthy training sessions to more concise, focused learning experiences that employees can access as needed.
- Know Your Tools: A variety of tools should be utilized to create an effective learning environment. This includes eLearning modules, job aids, simulations, webinars, and mobile applications. Each tool has its place, and the choice of tool should be driven by the specific learning objectives and the context in which learning is to occur.
- Timing is Crucial: Mobile learning should be delivered at the most appropriate time to maximize its impact. For example, onboarding training might be spread out over the first few months of employment rather than crammed into the first week, allowing new employees to absorb and apply what they learn more effectively.
- Formal vs. Informal Learning: Mobile learning can support both formal, structured learning programs and informal, self-directed learning. While formal learning is driven by the training department with clear goals and objectives, informal learning allows employees to seek out the knowledge they need when they need it, often through just-in-time resources like quick reference guides or instructional videos.
Mobile Learning as a Tool for Performance Support
Mobile learning isn’t just about converting traditional training courses into mobile formats. It also encompasses mobile performance support, which directly assists employees in performing their tasks more effectively. This distinction is crucial:
- Mobile Learning: Aligned with formal curriculum, focuses on knowledge transfer, and is measured to ensure learning retention.
- Mobile Performance Support: Aligned with specific tasks, focuses on just-in-time support, and is not necessarily measured for retention since it is transactional.
For example, a mobile learning solution might include a short course on effective sales techniques, while a mobile performance support tool could be a checklist or a quick video tutorial that an employee accesses on the sales floor when needed.
Need help with implementing mobile learning in your organization? Contact Tang Technology for a free consultation and discover how we can help you leverage mobile learning to enhance your workforce performance.