Scaling Up L&D: Elevate Your Rotational Program
The traditional method of employee training is becoming old-fashioned. Today, numerous corporations are embracing a fresh and dynamic training method named the rotational program, which is also known as a leadership development program. This approach involves employees undergoing a series of job rotations across various departments within the company, typically spanning one to three years. Recent research from Harvard Business Review indicates that 84% of firms now use rotational programs to rapidly enhance employee skills and knowledge.
Employees trained through the rotational program gain a comprehensive understanding of the corporation and its operations. By enabling them to experience their expertise and its applications in different roles and responsibilities, employees develop a well-rounded and expanded skillset. According to Communication Studies, experts estimate that the participants acquire up to 10 years’ worth of business experience within this relatively short period of the program.
However, challenges arise in the process of developing employees within a short period of time, particularly for the HR managers who are responsible for designing and facilitating job rotations. While rotational programs require greater engagement, they often face a communication barrier, making it hard for employees to adapt to a fast-paced environment. The frequent rotations can also result in role confusion among employees, particularly when there is a lack of clear direction or communication regarding the changes.
To address these challenges, experts in communication studies argue that the socialization process of the rotational program needs to be expanded. This is essential for solving the complex problem presented by this unique work system. In fueling connection & socialization and aligning learning & performance, there is no other learning platform like CLASSUM.
1. Elevate your mentorship journey
We acknowledge that mentorship plays a vital role in any rotational program. However, cultivating a meaningful and lasting bond between mentors and mentees throughout their journey can be challenging. Moreover, the entire process of gathering, organizing, and reflecting on mentorship data after the program can feel overwhelming. But thanks to CLASSUM, these concerns are now a thing of the past.
[Efficiency for Mentors]
Within CLASSUM, mentors can effortlessly streamline the entire process of assigning tasks, engaging in activities, and analyzing data in mentorship. They can easily create dedicated 1:1 chatrooms for each mentee, providing a comprehensive overview of all conversations on a single page. Furthermore, mentors can seamlessly extract and share personalized recommended videos and resources from the available content to support mentees’ growth. Leveraging our individual insights, mentors can actively monitor and gain a valuable understanding of mentees’ learning status and behavioral data.
[Enhanced Learning Experience for Mentees]
CLASSUM breaks free from formalities and old-fashioned ways of communication that hinder engagement. For online meetings, they can easily connect to Zoom through CLASSUM, and mentors can share helpful and insightful videos on YouTube. To assess understanding and promote engaging learning, mentors can assign Kahoot!, while Gather provides a seamless virtual world for mentors and mentees to meet, allowing them to engage in a relaxed manner while fostering deep bonds.
2. CLASSUM scales your engaged workforce
Rotational programs often encounter challenges in fostering engagement and social interaction to drive a seamless rotation experience at each job station. However, with the introduction of CLASSUM — a learning platform that promotes seamless collaboration and knowledge sharing — this challenge can be overcome.
[Perfect L&D Tool for Gen Z]
Unlike conventional learning management systems (LMS), CLASSUM functions as a centralized learning and development hub that goes beyond the constraints of rigid interfaces. Designed to the needs of today’s workforce, particularly Gen Z, CLASSUM offers a user-friendly UI/UX similar to social media platforms. By breaking away from the formal and inflexible nature of communication at the workplace, CLASSUM fosters a more relaxed and interactive experience, resulting in heightened engagement among employees.
[Anonymous Communication]
Journal of Management Studies has consistently shown that many employees are hesitant to speak up about their concerns and inquiries, fearing potential negative consequences. Recognizing this, CLASSUM offers users the option to create anonymous profiles when asking questions or sharing insights. This anonymity feature creates a safe and inclusive space for every individual, where they can freely speak up without fear of judgment or scrutiny. According to research, enabling anonymity in a corporation increases participation and engagement while yielding more honest, original information and ideas. Additionally, it promotes a more equal distribution of interactions between employees.
3. Less time onboarding, more time working!
Starting a new rotation can be overwhelming, but with CLASSUM, the onboarding process becomes a breeze. Say goodbye to repetitive questions and hello to hands-on experience right from the start!
[AI-Powered auto-response]
One of the biggest challenges faced by HR managers in rotational programs is the constant influx of repetitive questions from new employees. These questions not only waste valuable time and resources but also distract the actual experience of each rotation. CLASSUM tackles this problem with its own AI-powered technology, AI DOT 2.0. Through DOT, CLASSUM accumulates and catalogs previously asked questions, building a comprehensive knowledge base. Then, when a new employee asks the same question, CLASSUM generates AI-powered auto-responses based on the knowledge base. As a result, our AI DOT 2.0 has successfully reduced the time spent on repetitive questions by 90%. What an impressive result.
[Effortless Administration and Management]
Gone are the days of manually tracking who has read your announcements. With CLASSUM, we automatically track the read rate for every post and announcement you make. Additionally, you can easily re-notify unread individuals with a single click. In this way, you can spend significantly less time administrating and managing your employees, instead spending more time to experience, collaborating, and develop.
Summary
Engagement and social interaction are essential components of a successful rotational program, as they provide a seamless, hands-on experience at each rotation. Many corporations struggle to maintain an engaged workforce throughout the program, but CLASSUM offers a solution by fostering increased participation and a bonded community, streamlining onboarding processes, and enhancing mentorship programs.
Any questions? 👉 We’re here to help.
Schedule a Free Demo with our Expert 👉 Request a Demo
Learn more about us! 👉 CLASSUM Website
Connolly, T., Jessup, L. M., & Valacich, J. S. (1990, June). Effects of Anonymity and Evaluative Tone on Idea Generation in Computer-Mediated Groups. https://www.jstor.org/stable/2631901
Dailey, S. L. (2016, March 4). I’m New…Again: Reconceptualizing the Socialization Process Through Rotational Programs. https://www.tandfonline.com/doi/full/10.1080/10510974.2016.1145130
Davies, T., & Gangadharan, S. P. (2009). Online Deliberation: Design, Research, and Practice. CSLI Publications. https://csli.sites.stanford.edu/publications/computer-science/online-deliberation-design-research-and-practice
Diakopoulos, N. A., & Naaman, M. (2011, March 1). Towards Quality Discourse in Online News Comments. ACM Conferences. https://dl.acm.org/doi/10.1145/1958824.1958844
Fernández-Aráoz, C., Groysberg, B., & Nohria, N. (2021, August 31). How to hang on to your high potentials. Harvard Business Review. https://hbr.org/2011/10/how-to-hang-on-to-your-high-potentials
Fredheim, R., Moore, A., & Naughton, J. (2015, April 8). Anonymity and Online Commenting: An Empirical Study. SSRN. https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2591299
Milliken, F. J., Morrison, E. W., & Hewlin, P. F. (2003, September). An Exploratory Study of Employee Silence: Issues that Employees Don’t Communicate Upward and Why. https://onlinelibrary.wiley.com/doi/abs/10.1111/1467-6486.00387
