In today’s modern scenario, an effective strategy to train extended employees aid organizations to meet ever-evolving learning needs. Several organizations consider their internal employees as the biggest asset, but now extended workforce is also providing efficient marketplace opportunities. To effectively manage and train the external network of employees, businesses are using robust Learning Management Systems (LMSs) to boost interaction of all workforce types. Enterprises are going beyond the confines of enterprise to include anew network of vendors, suppliers, customers, partners and other non-traditional workers.
Over the last few years, organizations have changed the way they use online learning platforms to train their extended enterprise. Earlier, they were meant to fulfill an instant need, but then contingent workforce became an essential component for corporate strategy. This shift has provided businesses to achieve agility in the learning environment and access highly skilled talent of professionals. By utilizing the external workforce, organizations can change the blend of skills and expertise available to them, thereby helping them to adapt with changing learner preferences.
Leveraging the Benefits of Extended Workforce
It is crucial for organizations to ensure that extended personnel are as efficient and engaged as the permanent workforce. For this, they need to focus on the following parameters:
Engagement within internal as well as contingent workforce aid project-based workers gain better access to resources to work within the organization. This communication can be done virtually, through social media platforms or other robust tools that help build strong collaboration.
Sometimes, organizations and their HR departments become their own talent brokers, tracking the data available to better facilitate mapping between employees and custom tasks. Collection of data based on competency metrics, trainings and certifications can help organizations choose the right talent for specific projects, bridge skill gaps and take informed decisions.
To attract and retain more talent, organizations have started to provide robust support for extended employees. For instance, by providing orientation training they can work more efficiently in their job roles. Also, it is significant to grab career improvement opportunities, providing external employees with the scope to improve skills and performance at workplace.
Earlier, work was arranged in hierarchies as per diverse job roles. In the coming time, it will be featured by dynamic teams who will include both internal as well as external employees. Bringing together the best talent from diverse locations, will certainly help organizations achieve the desired business outcomes. Facilitating the use of LMS for extended enterprise will aid enterprises gain a plethora of benefits and stay ahead in the competition.
Over the last few years, organizations have changed the way they use online learning platforms to train their extended enterprise. Earlier, they were meant to fulfill an instant need, but then contingent workforce became an essential component for corporate strategy. This shift has provided businesses to achieve agility in the learning environment and access highly skilled talent of professionals. By utilizing the external workforce, organizations can change the blend of skills and expertise available to them, thereby helping them to adapt with changing learner preferences.
Leveraging the Benefits of Extended Workforce
It is crucial for organizations to ensure that extended personnel are as efficient and engaged as the permanent workforce. For this, they need to focus on the following parameters:
- Boost communication
Engagement within internal as well as contingent workforce aid project-based workers gain better access to resources to work within the organization. This communication can be done virtually, through social media platforms or other robust tools that help build strong collaboration.
- Become talent broker
Sometimes, organizations and their HR departments become their own talent brokers, tracking the data available to better facilitate mapping between employees and custom tasks. Collection of data based on competency metrics, trainings and certifications can help organizations choose the right talent for specific projects, bridge skill gaps and take informed decisions.
- Adopt talent management
To attract and retain more talent, organizations have started to provide robust support for extended employees. For instance, by providing orientation training they can work more efficiently in their job roles. Also, it is significant to grab career improvement opportunities, providing external employees with the scope to improve skills and performance at workplace.
Earlier, work was arranged in hierarchies as per diverse job roles. In the coming time, it will be featured by dynamic teams who will include both internal as well as external employees. Bringing together the best talent from diverse locations, will certainly help organizations achieve the desired business outcomes. Facilitating the use of LMS for extended enterprise will aid enterprises gain a plethora of benefits and stay ahead in the competition.
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