Effective education & training at workplace

Binod Baral; MD, PhD, CMDRT, CHE, CIC

London, Ontario, Canada

Education at the Workplace

Education at the workplace is an active process of acquiring knowledge, skills, vision, mission, values, competencies, culture, and behavior changes by utilizing available resources. A human being begins learning immediately after birth, with the home often considered the first educational environment.

Formal schooling began in ancient Egypt around 2010 BCE, where education was delivered orally. Later, structured educational systems were established in Greece, introducing a more organized approach to learning.

Employee Education

Employee education is essential for workplace success and stress management. Research indicates that a majority of employees would remain with an organization longer if provided with opportunities for workplace education and learning. Education and training not only enhance knowledge but also boost confidence and competence.

Although employers acknowledge the importance of employee education, the desired behavioral and cultural changes after formal education and training are often not achieved. This challenge became more evident in healthcare settings during the COVID-19 pandemic, with phenomena like "COVID Fatigue Syndrome" impacting workplace behavior.

Short job orientation sessions are often insufficient to achieve long-term goals. Visionary employers understand the strategic value of investing in employee education to drive business and social impact.

Employee education unlocks opportunities at multiple levels:

• Organizational Level: Increases the pool of talented employees, enhancing revenue and profitability.
• Diversity, Equity, and Inclusion: Promotes a more inclusive workplace.
• Talent Retention: Attracts and retains skilled workers.
• Business Agility: Elevates adaptability and innovation within the organization.

Despite various educational programs like mentorship, certification programs, and one-on-one training, achieving desired outcomes remains a challenge. To maximize impact, organizations must view employee education as a strategic business initiative. For instance, interactive e-learning platforms can deliver engaging courses, assessments, and decision-making activities that improve critical workplace skills.

Types of Education: Pedagogy vs. Andragogy

At the workplace, adult education, or andragogy, is preferred over pedagogy. Andragogical methods focus on principles of adult learning, emphasizing relevance, self-direction, and problem-solving.

Traditional vs. Modern Education

Traditional Education:

• Rooted in Heritage: Draws from cultural heritage with a focus on rote learning and discipline.
• Teacher-Centered: Teachers are the primary source of knowledge, with students playing a passive role.
• Legacy Practices: Prioritizes memorization over real-life application, often ineffective in workplace settings.

Modern Education:

• Skills Enhancement: Focuses on critical thinking, creativity, and adaptability.
• Learner-Centered: Encourages interaction, communication, exploration, and active participation.
• Technology Integration: Leverages online resources, multimedia, and simulations for interactive learning.
• Holistic Development: Emphasizes emotional, social, ethical, and physical growth alongside academic skills.

Bridging the Gap

A value-based approach integrating the strengths of both traditional and modern education can be highly effective. Combining discipline and respect from traditional methods with the critical thinking and creativity of modern approaches empowers learners to meet contemporary workplace demands.

Continuous Learning

Continuous learning is an ongoing process that enhances skills and knowledge through formal and informal means. Examples include:

• Webinars and Symposia: Provide access to industry trends and insights.
• Certification Programs: Focus on specific skills or standards.
• Workshops and Conferences: Cover technical and soft skills.
• Mentorship Programs: Foster growth through experienced guidance.
• Simulation Exercises: Offer practical, hands-on learning.
• Interactive Lectures and Discussions: Encourage active engagement.

Addressing Workplace Challenges

Healthcare settings, for instance, face specific challenges in ensuring adherence to best practices like hand hygiene and proper PPE usage. Factors such as "time poverty" and competing priorities often hinder participation in traditional educational programs. To address this, alternative strategies can be implemented:

1. Learning While Walking: Encourage listening to educational content during routine tasks.
2. Active Listening During Breaks: Engage employees during downtime.
3. Post-Listening Evaluations: Recognize high achievers to motivate participation.
4. Encourage Questions: Create a culture of inquiry and curiosity.
5. Remote Learning Options: Utilize electronic platforms for flexibility.

Conclusion

Implementing effective workplace education requires a multifaceted approach tailored to employees' needs. Leadership must prioritize individualized support, foster a culture of continuous learning, and regularly recognize accomplishments to ensure sustainable improvements in knowledge and behavior. By doing so, organizations can achieve long-term success and adaptability in an ever-changing world.

                                                                                            (to be continued……….)