How High-Performing Organizations Use Video In Their L&D Programs
Is video a good fit for your online training program? 312 talent development professionals were surveyed to gather insights for this must-read eBook, 60% of whom were managers or higher within their companies. It reveals how organizations use videos in their learning programs and they make this interactive content accessible for online audiences. It also highlights factors that motivate organizations to use videos for learning and the obstacles they must overcome along the way to achieve the desired outcomes.
The Power Of Video For Talent Development
Video not only engages and inspires your remote learners, but improves knowledge retention and recall. It provides a visual example to follow and allows them to avoid common mistakes by putting everything into context. In short, video for learning is one of the most cost-effective ways to cultivate talents and identify areas for improvement among your workforce. For instance, you’re able to create task tutorials and walkthroughs that prompt them to reflect on their personal performance.
About This eBook
Video is immersive and interactive, making employees active participants instead of passive observers. This guide offers valuable insights to help you integrate video into your L&D strategy. Here’s a brief glimpse of what you’ll find inside:
- Summary of the research: This chapter explores facts about the research and how organizations use learning videos today.
- Important findings: Highlights key findings and offers a more detailed overview of the content areas for video-based learning.
- Recommendations: Based on the results of this research and SME insights, ATD Research provides their recommendations.
Download the eBook Video For Learning: Engaging, Reaching, And Influencing to dive into the data and maximize learner engagement and create immersive content for your teams. It features tips, trends, and analytical research that you can apply in your own strategy to improve ROI and reduce employee turnover.