Table of Contents

Why enterprise training is outdated

Training Is Outdated

Traditional enterprise training is typically characterized by the following attributes:

  • It is a one size fits all model (same content, same training for all)
  • It is a periodic model (conducted once a year or once a quarter)
  • It is a one-time learning and assessment model (users will forget what they learnt after some time)


These attributes make enterprise training a highly boring, ineffective, and inefficient task with HR sending multiple reminders to complete the training. Eventually, it becomes a namesake check box with no real measurement or monitoring of actual outcomes. This scenario is common across all formats of training.


Each of the traditional enterprise training methods have the following challenges:

  • An in-person training session is a logistics nightmare (to get everyone in the same location / room at the same time) and a very expensive affair. 
  • Live online sessions have the benefit of allowing the trainer and learners to connect from anywhere. However, there is a time constraint – everyone must be available at the same time. 
  • Self-learning online courses do not have location or time constraints. However, everyone must go through the same content and complete a one-time assessment.
📣 Message for the reader

People forget nearly 90% of what they have learnt within just 7 days, unless the concepts are reinforced. That’s why employees swamped with documents, presentations, and classroom sessions are not likely to learn much.

However, time constraints make it difficult to reinforce vast concepts.

What can you do instead? Arm your employees with one concept at a time. Studies show the human attention span is only 8.25 seconds, so keep your training concise.

RapL is your software for that.

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All of this means that current enterprise training is neither effective, nor efficient.

From a management perspective, there is simply no data on exactly what is the current knowledge level of employees or associates. At best, the only data available is perhaps that these employees completed their training x months ago. What is required is a clearly measurable and automated way to accurately assess knowledge/skill levels on a continuous basis and methods to identify and fix those gaps by topic, by group or by individuals. We simply need a real-time knowledge map of the organization and automated solutions to identify and fix those gaps.

In today’s fast changing, high attrition, highly distributed and remote working environments, we need training solutions that are: 

  • personalized for each individual (adapted to their needs and knowledge levels), 
  • engaging and easy to consume (bite-sized, any device access), 
  • measurable (identify gaps and fix them)
  • ensuring real outcomes and knowledge retention (not just namesake learning)


In short, enterprise training must be effective and engaging to make employees truly knowledgeable and productive in their jobs. The right solution must be simple and easy for the learner and measurable and monitorable for management at all levels.

Thanks for being with us all the way here

Dear reader, thanks for being with us all the way till the end. We suggest 2 things from here

1. Speak to us if you want a microlearning strategy deep-dive: Microlearning is extremely effective, if approached sensibly. Microlearning is the answer to today’s shortening attention spans and we know how to make learning successful via microlearning. Drop your context here and we shall partner with you for the rest.

2. Lap up more content: We have written some intense literature on how microlearning is the superglue between people and successful business operations. Access all of it here.

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