A response would be amazing! Doesn't need to be in paragraph form, as long as it is a couple sentences per answer! For s
Posted: Wed Jul 06, 2022 6:05 am
A response would be amazing! Doesn't need to be in paragraphform, as long as it is a couple sentences per answer!
For some time, Bloomingdale’s relied on standard types oftraining to enhance employees’ awareness of topics such asworkplace safety and loss prevention. Such training typicallyincluded classroom sessions, store huddles, pre-shift meetings, andinstructional posters. But these efforts were not always effectivedespite the good intentions. For instance, the training did notreally inspire employees to focus on the key issues covered, and itwas often difficult to measure the impact of the instructionprovided. The firm recognized that something different must be doneto enhance its safety record—this involved increasing associate’sknowledge of safety, rather than focusing exclusively ontraditional training as a “quick fix.” The company started usingAxonify, a training platform that incorporates active gamificationand other entertaining activities to increase employee knowledge.Learning can also be customized based on the personal needs ofemployees. This enables individuals to build confidence by workingon their knowledge areas that need improvement. Much of theseactivities could also be integrated real time into the workenvironment. Bloomingdale’s developed a four-stage process to makethe transition from traditional training to ongoing learning.First, learning activities were included in shift work to sparkdaily awareness of safety and customer service issues. The EmployeeKnowledge Platform enabled employees to learn during short periodsof downtime, using mobile devices or point-of-sale instruments.Associates were able to learn while they did their jobs, instead ofreceiving training at one time. Next, the training was delivered insmall modules, with gamified elements that appealed to associates.When individuals mastered one set of information, the platformwould move on to other topics—when remedial work was needed, it wasprovided until associates mastered the information. Bloomingdale’salso allowed for some customization in the learning system becausedifferent stores and departments often dealt with very differentchallenges and opportunities. This customization led to greaterengagement across the various areas of the organization. Finally,the effectiveness of the learning was measured with the EmployeeKnowledge Platform, which helped Bloomingdale’s determine itsimpact on important outcomes (i.e., individual behaviors andresults). This allowed managers to get a gauge of how wellassociates, teams, and stores were learning and applying theinformation on the job. Not only does Bloomingdale’s have anengaging training program that motivates a tech-oriented workforce,but the company also has a way of measuring its impact on thebusiness as a whole. The approach has been very effective. Thecompany has saved millions of dollars by decreasing the number ofsafety claims it addresses
QUESTIONS 1. What is your opinion of Bloomingdale’s learningapproach? What elements do you think motivated employees to learnmore about safety on the job? 2. Do you agree with the variousstages employed to implement the system? Could this approach beimproved? If so, what improvements would you recommend? 3. Whatkind of incentives might be used to encourage further learning?
For some time, Bloomingdale’s relied on standard types oftraining to enhance employees’ awareness of topics such asworkplace safety and loss prevention. Such training typicallyincluded classroom sessions, store huddles, pre-shift meetings, andinstructional posters. But these efforts were not always effectivedespite the good intentions. For instance, the training did notreally inspire employees to focus on the key issues covered, and itwas often difficult to measure the impact of the instructionprovided. The firm recognized that something different must be doneto enhance its safety record—this involved increasing associate’sknowledge of safety, rather than focusing exclusively ontraditional training as a “quick fix.” The company started usingAxonify, a training platform that incorporates active gamificationand other entertaining activities to increase employee knowledge.Learning can also be customized based on the personal needs ofemployees. This enables individuals to build confidence by workingon their knowledge areas that need improvement. Much of theseactivities could also be integrated real time into the workenvironment. Bloomingdale’s developed a four-stage process to makethe transition from traditional training to ongoing learning.First, learning activities were included in shift work to sparkdaily awareness of safety and customer service issues. The EmployeeKnowledge Platform enabled employees to learn during short periodsof downtime, using mobile devices or point-of-sale instruments.Associates were able to learn while they did their jobs, instead ofreceiving training at one time. Next, the training was delivered insmall modules, with gamified elements that appealed to associates.When individuals mastered one set of information, the platformwould move on to other topics—when remedial work was needed, it wasprovided until associates mastered the information. Bloomingdale’salso allowed for some customization in the learning system becausedifferent stores and departments often dealt with very differentchallenges and opportunities. This customization led to greaterengagement across the various areas of the organization. Finally,the effectiveness of the learning was measured with the EmployeeKnowledge Platform, which helped Bloomingdale’s determine itsimpact on important outcomes (i.e., individual behaviors andresults). This allowed managers to get a gauge of how wellassociates, teams, and stores were learning and applying theinformation on the job. Not only does Bloomingdale’s have anengaging training program that motivates a tech-oriented workforce,but the company also has a way of measuring its impact on thebusiness as a whole. The approach has been very effective. Thecompany has saved millions of dollars by decreasing the number ofsafety claims it addresses
QUESTIONS 1. What is your opinion of Bloomingdale’s learningapproach? What elements do you think motivated employees to learnmore about safety on the job? 2. Do you agree with the variousstages employed to implement the system? Could this approach beimproved? If so, what improvements would you recommend? 3. Whatkind of incentives might be used to encourage further learning?