{"id":777,"date":"2007-09-27T01:00:42","date_gmt":"2007-09-27T09:00:42","guid":{"rendered":"https:\/\/systematichr.com\/?p=777"},"modified":"2007-09-27T01:01:46","modified_gmt":"2007-09-27T09:01:46","slug":"video-ipods-in-training","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=777","title":{"rendered":"Video iPods in Training"},"content":{"rendered":"<p>\u201cTraining is now going to employees rather than the other way around.\u201d\u00a0 ((Gronstedt, Anders.\u00a0 June 2007.\u00a0 \u201cEmployees Get and Earful.\u201d\u00a0 HBR June 2007, Pg 26))<\/p>\n<p>A few months ago I posted some <a href=\"https:\/\/systematichr.com\/?p=663\" target=\"_blank\">podcast ideas that you could use in HR.<\/a>\u00a0 Harvard Business Review recently listed a few excellent reasons to continue expansion of this format as it applies to HR and your employees, and how to do it:<\/p>\n<ul>\n<li>Podcasting is relatively inexpensive:\u00a0 You can create podcasts with free software.\u00a0 I\u2019ve converted audio tracks that I\u2019ve recorded into MP3 formats for my masters program.\u00a0 It\u2019s pretty simple and costs nothing but a few minutes.\u00a0 You can also note that the vast majority of your employees have some sort of a MP3 player these days, so your investment in the technology should be nothing.<\/li>\n<li>You can pilot the technology with more receptive audiences to get adoption right from the start:\u00a0 People who work in the filed or in sales are often great candidates for the first roll-out.\u00a0 They can\u2019t come into the office for training as readily, and are always complaining about the lack of formal programs for them.\u00a0 If you can get these people on board, they can also spread the message and get others excited about it.<\/li>\n<li>Promote the idea:\u00a0 this is really just change management.\u00a0 As HBR says, \u201cjust because you\u2019ve built it, doesn\u2019t mean they\u2019ll come.\u201d\u00a0 Part of this is the grassroots adoption mentioned above.\u00a0 However, you should keep encouraging your employees to use the podcasts and remind them that it\u2019s out there.<\/li>\n<li>Using a format that employees enjoy helps:\u00a0 Who actually enjoys sitting in a stuffy room listening to a trainer for 4 hours or more?\u00a0 Instead, we can listen to a podcast while on the subway or on the drive home.\u00a0 This increases the productive hours employees have in the office, but also takes the boredom out of training.<\/li>\n<li>More on formats:\u00a0 Make the podcast sound like a radio show.\u00a0 Lectures are boring.\u00a0 Interviews and high levels of excitement will keep them listening, and then keep them coming back.<\/li>\n<li>Keep episodes short:\u00a0 A song lasts for about 3-5 minutes.\u00a0 A good podcast lasts about 15 minutes.\u00a0 You\u2019re having a discussion where the listener has no chance of jumping in.\u00a0 Keep it short and simple.<\/li>\n<li>Get feedback:\u00a0 Allow your podcast to be downloaded from a blog engine like the one here on systematicHR.\u00a0 This not only gives you a place to frame the podcast in text, but also allows comments to come in.\u00a0 If you\u2019re lucky, this might also turn into a discussion area.<\/li>\n<li>Encourage employees to podcast:\u00a0 We here at systematicHR have been talking about web 2.0 and how employees will use some of these technologies.\u00a0 Bogs, wiki\u2019s and podcasts are great ways to encourage sharing.\u00a0 Once you have a culture of building on-line communities, see if you can expand this to multiple employee initiated podcasts and blogs.\u00a0 ((Ibid.\u00a0 These bullets were taken in part or fully from the HBR reference above.))<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>\u201cTraining is now going to employees rather than the other way around.\u201d\u00a0 ((Gronstedt, Anders.\u00a0 June 2007.\u00a0 \u201cEmployees Get and Earful.\u201d\u00a0 HBR June 2007, Pg 26)) A few months ago I posted some podcast ideas that you could use in HR.\u00a0&#8230;<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[21,28,10,2,12],"tags":[],"class_list":["post-777","post","type-post","status-publish","format-standard","hentry","category-branding","category-communications","category-engagement","category-hr-technology","category-learning-management"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/777","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=777"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/777\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=777"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=777"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=777"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}