Best Practices in HR Online Learning

August 23, 2016 — HR Professional

Learning Pinnacle: Best Practices in HR Online Learning

As technology pushes every corner of business rapidly into the future, changes cannot be ignored. And when it comes to corporate personnel issues, the changes are just as drastic. For talent management, recruitment and best practices in HR, you have to stay up on the latest trends so you don’t lose ground to your competitors.

No longer is a bachelor’s degree in human resources and a few months on the job enough for HR professionals to tackle the ever-increasing complexities of their work. Therefore, HR online learning is a welcome solution. It allows professionals to:

  • Obtain and maintain necessary credentials
  • Keep up with shifting rules and regulations
  • Remain competitive

Since the popularity of HR online learning tools took hold in 2011, more than 35 million students have taken advantage of the opportunity to participate in self-paced courses, according to Class Central. In one year alone, from June 2015 to 2016, about 17 million human resource students took at least one of the massive open online courses to further their careers.

Latest Shifting Trends

As more students investigate and learn what online HR learning courses have to offer and as more employers welcome the chance to provide professional development as part of their overall benefits package, best practices in HR online learning have become more sophisticated. Add to the mix a more technologically gifted demographic, and expectations rise even more.

Human resource trends are greatly affected by shifting political climates, an aging workforce, outspoken civil rights advocates and an unstable economy at any given time. In 2016, best practices in HR learning circles include extensive focus on:

  • Diversity — One of the leading trends sought after in HR online learning courses is diversity training. In 2016, only 4.5 percent of CEOs in the Fortune 500 circle are women. But studies show that diverse teams consistently outperform less diverse groups by as much as 80 percent.
  • Competition — Vendors of online learning tools keep up by continuing to improve their products, integrating customer feedback into their courses and providing businesses with the kinds of information they need to be more productive. In 2015, more than 600 learning management systems competed for your business; each must earn your business.
  • Instructors — The quality of education hasn’t changed; only the delivery mechanism has. Instructors must continue to improve the way they communicate and interact with students. Research shows that students who take online courses are more likely to tune out if they don’t get consistent, meaningful communication with their fellow students and with their instructors.

Best Practice in HR with a Twist

HR leadership continues to seek ways to improve the technological abilities of their workforce to ensure equal access to online learning practices. And new applications and hardware continue to thrive in a marketplace that demands up-to-date resources. At the same time, leaders wrestle with ways to simplify the job and make it more enjoyable, another HR mandate.

HR online learning cannot take the place of personal engagement and a strong corporate culture that values the human need for social interaction, collaboration and personal feedback. As online learning becomes more ubiquitous, the challenge to balance technology with people becomes even greater. Your best practices in HR online learning, coupled with clear corporate cultural initiatives, will help you hire, train and retain those employees best fit for your department. Visit the Learning Pinnacle course library to learn more.