Looking for Team effectiveness corporate training in Thailand to raise you or your teams skill levels ? Having a mixture of both offline and online training activities gets you the best of both strategies. Blended learning for corporate training allows your employees to learn at their own pace and have the support they need if and when required. Choosing the right blended learning model will help you break the monotony of corporate training, reinforce your employees on their online training, and increase the engagement and motivation levels of their overall training experience. Face-to-face interactions following online self-study, or vice versa, optimize the unique benefits of each; the productive partnership of real and digital world allows your employees to plan their learning and develop their critical thinking and problem solving skills. Furthermore, incorporating multiple learning channels and multimedia into your blended learning for corporate training method will allow your audience to access large amounts of information via a variety of ways, such as videos, podcasts, and more, and thus successfully fulfill their different learning needs.

While it’s true that having your employees go through corporate training will cost you something, you should look at it as an investment in your business, because that’s exactly what it is. The money that you spend on this training for your employees will almost certainly help you to increase your profits over time. Employees that undergo this sort of training tend to become more efficient and skilled at their jobs. Numerous studies have concluded that corporate training can actually help lower the employee turnover rate of a business, which is certainly a good thing. If you don’t want to worry about constantly needing to bring in new people, this is one option you should seriously consider taking advantage of. Read extra info at Team effectiveness corporate training in Thailand.

Retaining Attention Spans: Employees’ shrinking attention span demands that organizations create content that keeps the audience engaged. While the traditional training method can’t really guarantee if the learner is really listening, regular interactions and conversations will ensure that the participant is paying attention to what is being taught. Information Retention: Making learners aware beforehand that there will be pop-up quizzes encourages them to pay attention and makes them more receptive to the information. Conducting impromptu quizzes and undertaking Q&A sessions in between the training will keep the trainees engaged and help in analyzing if they’ve thoroughly grasped and understood the content.

It gives you a sense of direction and makes you more clear on what you want to achieve and it also makes the decision making process easier. You can focus on doing the things that take you towards achieving your objectives. See extra details on https://www.mindtools.co.th/training/business-coaching/.

You Build It, You Own It, You Only Pay Once: While some off-the-shelf vendors charge per user, most of them charge monthly, subscription-based fees. This basically means you pay royalties to use the courses. When you add it all up, after months of use and thousands of users, the amounts can total to hefty sums. Unlike off-the-shelf programs, developing custom MindTools courses may require a large upfront investment, but the products will belong to your organization and will be essentially free to use, regardless of the number of users and the length of time the courses are accessed. The main issues many companies share regarding custom MindTools development is the price. To give you some ballpark figures, it can take from 70 to 250 hours and can cost from $5,000 to $30,000 to develop one hour of an MindTools course. The cost, of course, depends on the content, the tool, number of reviews, number of SMEs, etc. While this may seem quite an investment at first, it is arguably more effective in the long run.

Extrinsic motivation involves doing something for its external rewards, like money, fame etc whereas intrinsic motivation is the natural drive of internal factors like enjoyment, satisfaction, player autonomy, social relatedness, mastery, achievement etc. Simply adding the elements such as reward points, achievements, and badges which are external motivational factors, don’t guarantee the desired behavior change. Hence to bring the desired behavior change, the instructional designers should ensure that there is a right balance between the intrinsic and extrinsic motivation. Striking the right balance in the corporate training gamification can motivate the learners to revisit the learning content and make them perform the following – Learner performs an action. Learner receives a reward for performing that action. This reward triggers the learner ‘s brain and motivates the learner to perform the action again. The level of challenge further induces the learner and invites to perform the action again and pulls him to the reward loop. Learners eagerly perform the action hoping that they get the same result. This can strengthen the behavior of the brain that can help the learners to slowly change the behavior in the desired way and form a habit. Thus one of the prime benefits of gamification of corporate training is facilitating the behavior change. Source: https://www.mindtools.co.th/.