Train Your Employees To Be Cyber Aware With Micro-Learning

 

 

Regardless of company size, whether big enterprise or small, Micro-learning has been proven to increase security awareness and retention. Being the victim of a cyberattack is a real, potentially devastating threat and thus it has never been more important to arm employees with proper security education and training. 

 

Businesses cannot blame their employees for a breach if they didn’t prepare them for the possible threats properly as it’s common to view employees as the weakest link in an organization’s security defense. So this raises the question of How can you properly prepare employees? Discussing the best practices of cybersecurity in the long hours meeting can be tedious and ineffective. And when there are so many tasks to do, there simply aren’t enough hours in the day to complete long training sessions, nor will employees retain all of the information they need to learn. This is where micro-learning takes place. 

 

What is Micro-Learning? 

The concept of providing relevant, targeted and tailored training with the overall goal of memory retention and behavior change is known as MicroLearning. When it comes to cybersecurity, micro-learning can be aimed at providing employees with the perfect tools that are necessary to spot a threat without burning through the workday. With the help of this targeted approach, employees can become well-versed in whatever topics organizations would like to focus on, in just a fraction of the time. Micro-learning is considered more effective for the long-term, especially when approached in a repeated and ongoing trend. The microlearning training is also self-paced, meaning employees can start and revisit modules based on their schedule. 

 

Human Beings = Human Error

Cybersecurity attacks are a result of a company not training its people appropriately. Human beings are prone to error and when it comes to cybersecurity, one wrong click can be dangerous. This arises the need for companies to provide more cybersecurity training to their employees. Cybersecurity should be a priority companywide. It is also important for organizations to remember that not all employees are the same and the basic understanding of cybersecurity can differ. Also, cybersecurity knowledge can be tailored by training, based on the department to make them more relevant and successful. 

 

The Return of Micro-Learning

It’s important to understand that the results of micro-learning and security awareness training will not be immediate, but there is an overall and cumulative benefit to businesses bottom line. After all, training and education take consistency over time to change behavior.  

Not only is a micro-learning approach to security awareness training great for employee awareness, but its implementation makes the organization far more secure and prepared for any cyber threat they may face in the future. 

 

The Ultimate New Employee Onboarding Checklist


Have you ever been hired for a new job and felt nervousness and excitement leading up to your first day? And then, you have arrived on your first day of work, fill out a bunch of paperwork, someone shows you to your desk and introduces you to a couple of coworkers, and then you are sort of just left to fend for yourself. There are some simple things that you can do to combat the expense and struggle of employee turnover. The first thing is the Onboarding. 

 

Research has found that 69% of employees are more likely to stay with a company for at least three years after experiencing a great employee onboarding. Onboarding programs may differ slightly from employee to employee, there are certain fundamental components that are universal in nature. To make things easier a handy checklist helps you use it to get your new employees up to speed quickly and set them up for retention and ongoing success right from the start. 

 

Before Day 1 

Before Day 1 is called pre-boarding, and it is a great way to really set the stage for positive new employee experience. It also helps to save time and make the regular onboarding process go much smoother. 

  • Gather and provide all necessary paperwork
  • Ask your new employee to review the company handbook
  • Prepare a workstation.
  • Set up all necessary tools and equipment, including a computer/laptop, printer, access to required software, internal systems access, etc. 
  • Create new company email address. 
  • Provide helpful material to help the new employee become acquainted with your organization, such as an org chart, a detailed job description, company policies 

 

Day 1

On day 1 your new employee is scheduled to begin work. It is necessary to have the following tasks and documentation ready to go. This will ensure the transition faster and more efficient. It’ll also make a better first impression on your new team member.

  • Prepare the rest of the coworkers for the new employee’s arrival to welcome him or her.
  • Set a welcome meeting (lunch is a nice touch).
  • Provide a tour of the office, including important areas, such as bathrooms, break rooms and where to locate other colleagues should the new employee need support.
  • Schedule a 1:1 meeting with new hire’s direct manager. 
  • Assign a mentor and ask him or her to schedule a time to meet with the new hire ASAP. 

 

Week 1 

Day one is important but to keep the momentum going and make the new hire experience a more successful one, use the first week of employment to do the following: 

  • Set up any necessary training as quickly as possible.
  • Check and verify that all required paperwork has been completed.
  • You can assign the first project to your new hire employees.This ensures new employees to feel like they are also a part of the team and enables them to settle in and begin to become comfortable in their role.
  • Review your employee performance and that way set specific goals for month one.
  • Ask for feedback or questions and any concerns.You can have open the lines of communication right away. 

 

Hence, studies have shown that the more you invest in making new employees feel comfortable and confident during the first year, the more likely they’ll be to stay on for the long haul. 

Micro-Learning Fosters Employee Retention And Delivers Value

One of the main focuses for an organization is to make sure they are providing the best services to their clients. For HR department a benefit program is one of the key priorities for taking a wise move in employee onboarding. Other HR functions include executing retention, performance and engagement programs. 

The right plan can help to tackle all three concerns by improving the employee experience, which begins with onboarding and continues throughout the development process. Most of the HR departments are desperate of getting solutions from foster learning. In many workplace organization, there is a lack of leadership programs and scarcity of resources to improve skill sets are some common concerns. 

 

Consider your clients, they also face the same challenges. To have an impact in this area , an organization must understand HR needs. Time is restricted, so deliver solutions that impact the range of HR priorities, including learning and development.  

HR departments need more time to:

  1. Focus on other initiatives which includes employee learning
  2. Keep up with the trends to communicate, educate, and engage the employees and also
  3. Make sure the content and learning options support rather than interfere with their job responsibilities.

 

This is not about eliminating traditional classroom training, but classroom learning events can no longer be the default learning option for companies. According to Chris Anderson (TED.com) an employee can sit for the training session maximum for 18 minutes. The key to corporate training in the 21st century is ‘performance support’. It helps to provide learning resources to your employees at the moment of need. Big MNC have taken the concept of the Learning Management System and delivering those resources on the micro-level with required job skills training. 

 

Think of the concept like filling a bucket with a cup. One cup may not seem like much but as the employee learns and applies new skills, the bucket fills and he or she gains two valuable take-aways that is first, a strong foundation of a concept and second, the system becomes performance support if in case the employee forgets something or needs remediation. The just in time micro-modules focused on performance which helps the learner gain confidence and masters his or her role. Learners can get access to tools at the moment of need and are aided by a manager who is executing a structured development plan which is tailored to the role and the employee’s specific strengths or gaps. Continuously focusing on employees development sounds like a no-brainer but the best efforts take time and attention. Therefore it is said that engagement and performance are driven through development and support. 

 

Today’s HR departments carries a variety of tools with them from learning management systems to apps that deliver guided walk-throughs but deliberate planning and execution are the keys to build learning and development programs that attract and help to retain top talent – HR’s primary challenge today. Hence, at the end of the day you are creating a stimulating work environment where employees feel valued and supported.

Modern Training Tracking System For Employee Onboarding


 

Owning a modern training tracking software is vital for employee onboarding. When new employees enter your organization, it is important to ensure that they are brought up to speed on the company’s procedures and policies as soon as possible. By using this training tracking software it ensures that the training procedure is the same for every employee and everyone receives the same knowledge in order to perform successfully. 

a)Set up personalized training plans:

The modern training tracking system has the ability to set up personalized training plans for new employees. There will be a generalized training where everyone in the company will have to complete such as training on a particular system which is used in business, but there will also be different training sessions depending on what job a person is doing. 

b)Staff can work through training in their own time:

Training tracking software has a larger part in the training management system. E-learning should be offered to staff for better functionality. This will make arranging training even easier, as you can set up the learning paths you want your staff to work on. Once they log in, they automatically have access to all the courses they need to work through. This means your staff can work through the training at their own pace, rather than having to set aside large chunks of time to attend classroom-based sessions. 

c) Make sure new staff complete training in the correct order:

In training tracking software it allows you to set the entire learning journey for your new staff which will prevent them from having access to future courses until they have completed their earlier ones. Because sometimes if you give new staff access to lots of training to complete, they may pick and choose what they may like first. 

d) Staff can view their own progress:

Training tracking software measures how much progress you have made (new staff) since the beginning of the training. This will allow your new staff to check all the training courses they have completed in their past, as well as everything those courses which are coming up on the training plan. This is especially important with new staff, as you obviously want them to get to grips with the basics of their new role before they move on to the more complex topics. 

e) Encourage staff with gamification:

Training tracking software is a great way to make training fun for the new staff with the help of gamification elements to encourage them to continue on their learning journey. By giving them rewards like digital badge when they complete a specific part of training or by giving some special awards to the team members who have completed most of the training sessions.

Know more about Creative Onboarding Products

3 Easy Ways To Use Gamification In Your Employee Onboarding Process

It is found that 31% of employees have quit the company within their first six months. Of these, a large chunk of employees alludes the lack of fun at work and training sessions. Gamification as an onboarding strategy serves two main goals that are to make training fun and to accelerate the pace of learning. 

 

Why Use Gamification for Onboarding? 

Gamification is essentially the use of concepts which is widespread in traditional video games to motivate and boost users encouragement to perform certain tasks. In employee training, reward points and badges motivate the user to learn and complete the course. The rewards and badges are not only the elements of gamification but also a well-designed game has other elements like goals and clearly-marked paths to drive the player in a direction that the game wants them to take. Therefore, such elements are also used for designing courses or learning materials since it is possible for the learner to get distracted during the process. Onboarding programs that use multimedia as part of the training process too, contribute towards better focus and do not take the learner’s mind away from the actual process.

 

There are some collected three easy ways to integrate little fun and games to the onboarding process below! 

  1. Leveling Up 

One of the first things an organization should do while bringing a new employee onboard is to set actionable goals for them to achieve in order to get started on their real job. Goal setting is the HR version of ‘leveling up’ where a player is required to accomplish a certain number of tasks before they are promoted to the next level. The use of LMS in an organization takes care of the training process and then establish specific goals within your learning package.

Goal setting can be both active and passive from a gamification perspective. Active goal setting techniques make use of assessments to clarify and check if the employee being onboarded has truly breached their goals or not. Passive goal setting techniques make use of checklists to notify players or users of their goals they have reached. This is useful for onboarding sessions that may be revisited later. 

  1. Leaderboards

Leaderboards are the list that bring out the top performing players which is one of the most effective gaming strategies to motivate players  to keep playing. Studies have found that introducing leaderboards in gamification increase the level of competition between the players. Leaderboards, when involved in employee onboarding, can motivate learners to improve their learning efficiency and be productive in order to secure a rank in the leaderboard. 

To integrate leaderboards to your onboarding program, it is very necessary to objectively state the specific criteria that will go into assessing performance. 

  1. Rewards & Incentives

It may be too early to give reward to a newly hired employee with financial incentives for their performance during the onboarding sessions. But it is said that human beings derive motivation from rewards regardless of its form. For your onboarding programs, an organization can have a wide variety of rewards programs. A common intention is to offer certificates at the completion of the onboarding program. Also, an organization can invest in giving cool badges to its employees for completing assessments and completing tasks that are part of the onboarding program. 

  • Beyond Onboarding 

Although gamification is a powerful tool to improve employee onboarding but it is also important to note that the strategy is equally applicable for all kinds of training in the workplace. Technologies will change all the time which makes it important for organizations to upgrade the skills of their employees. With gamification, it is not only possible to make this onboarding process fun, but also more highly efficient.

Onboarding Features

Know more about Creative Onboarding Products