Using training as an ongoing support tool and accelerant helps pretty much all generations to meet their learning needs. For an employee who has gone through traditional training course can use it as post- training support to refer to concepts as they start applying the training in their work life. For the new generation, who is looking for just-in-time training content to either learn ‘How-to’ or ‘solve a specific problem’ can search and access the specific nugget of content on their mobile device accordingly. Sales organizations can build online games around competitive nature of the business and ask employees to solve a specific problem or excel in particular knowledge area for their success in the field and hence mastering those skills. This creates inherent want for the successful people to do better and the gaming aspect creates the engagement and interest.
The key for success is to keep the old concepts and fundamentals of L&D in the back burner and focus on new way of thinking about developing training programs. The content needs to be designed such that the training offered through mobile experience meets immediate needs, is of smaller size to make quick impact and integrates seamlessly in the workflow. When designing such training, focus on the design principles of keeping the user experience at the top, and building smaller bite size content and make it available ‘just-in-time’. This helps to meet needs of multiple generations and positions mobile learning as a tool which becomes necessary to get job done and hence automatically creates the motivation.