Handelsbanken Plc

Louise’s Professional Journey

Working in a profession that I fell in love with over 20 years ago, I have been fortunate to have gained experience in L&D working for companies such as BNP Paribas, Envigo, British Sugar, BGL and the Marshall Centre. Currently, I am the L&D Manager at Handelsbanken Plc, a local relationship bank with branches throughout the UK. Along with my highly talented team of L&D professionals, I am responsible for providing a variety of high quality L&D solutions which empower our colleagues to drive their own personal development and careers within the Bank. 

Leveraging Corporate Online Training in the Workplace 

During my career, and more so within the last decade, online training has undergone a remarkable transformation. Once seen as less engaging alternative to traditional in-person training, it has evolved into a dynamic and indispensable part of modern professional development.

With advancements in technology, the rise of microlearning, mobile learning and the integration of interactive elements, online training now offers an unparalleled combination of convenience, accessibility and effectiveness.  This evolution has not only improved the quality of the learning programs, but has also enabled organisations to cater to the diverse needs of their workforce and provide a more inclusive offering.

Learning in the Flow of Work

In a fast-paced work environment, employees seek learning opportunities that fit into their daily routines. Online training meets this by allowing learners to access content on demand. Whether through videos, podcasts, e-learning, or interactive platforms, employees can gain knowledge when they need it. This flexibility is especially important in organisations with geographically dispersed teams or hybrid/remote work models. 

One of the most significant advantages of online training is its ability to support learning in the flow of work. For example, if a colleague at Handelsbanken needs help navigating a new system or software tool they can quickly access a short video tutorial or a step-by-step guide to show them how. Similarly, our managers can use online resources to refine their leadership skills or prepare for critical conversations. This "just-in-time" approach ensures that training is timely and relevant to the learner's needs. 

By integrating online training into the workflow, organisations can reduce disruptions while promoting a culture of continuous learning. This approach empowers employees to take ownership of their development and equips them with the resources to perform at their best, something we are big advocates for at Handelsbanken. 

Blended Learning: The Best of Both Worlds

Online training is not a replacement for traditional learning methods, instead it powerfully compliments it. By adopting a blended learning approach, as we have at Handelsbanken, organisations can leverage the strengths of online and in-person training to create a holistic and flexible development experience.

For example, our inhouse coaching courses include online modules to serve as pre-course preparation, equipping our colleagues with foundational knowledge before attending classroom sessions which maximises time spent in-person for rich peer-peer based discussions and experiential learning. Online content is used for post-course reinforcement, ensuring that key concepts are retained and applied effectively in real-world scenarios.  This combination ensures that training is both impactful and engaging. 

“By integrating online training into the workflow, organisations can reduce disruptions while promoting a culture of continuous learning.”

Maximising Engagement and Retention 

To fully leverage online training, the training must be designed to capture attention, maintain interest, and encourage application. The following strategies enhance engagement: 

● Gamification - Adding elements like points, badges, and leaderboards can motivate employees to complete training

●  Microlearning - Bite-sized modules makes it easier for employees to absorb and retain information

● Interactive Content -  Incorporating quizzes, simulations and scenario-based activities makes learning more dynamic and immersive

● Personalisation - Tailoring content to individual roles or learning goals ensures relevance and increases learner satisfaction

● Playlists - Offer ‘Netflix’ style playlists the learner can work through at their own pace

● Engagement campaigns - Promote and signpost content through newsletters, articles and blogs. Consider what might be topical or important to your employees and align your communication strategy to them

Aligning Online Training with Organisational Goals 

To maximise the impact of online training, it is essential to align it with organisational goals and priorities. This involves identifying skill gaps, defining clear learning objectives and selecting training solutions that address specific needs.  Involving managers in the learning process can enhance accountability and application. By setting expectations, monitoring progress, and providing support, managers can help employees translate learning into actionable results. 

Conclusion

Online training has evolved into a flexible, engaging and highly effective tool for professional development. Organisations must embrace its potential, design blended programs that meet learner needs in the flow of work, and integrate it into a broader learning and development strategy. With the right approach, online training can empower employees, enhance performance and drive both individual and organisational success.