Doing the impossible: Equal training opportunities for all
With remote work here to stay, at least while the pandemic continues, managers now face another daunting task: engaging and tracking the process of their employees.
A Gallup report on employee engagement shows that companies with a highly engaged workforce have 21% higher profitability. They also have 17% more productivity than companies with a disengaged workforce. So how do companies overcome one of the biggest HR challenges of the present?
It is now all the more crucial that managers leverage on their available resources to ensure no employee gets left behind while working remotely in the pandemic— the new employees who lack proper onboarding, or even the experienced, older employees who struggle to adapt to the shift from offline to online.
Online training and employee polls are just examples of accessible technology available to companies. However, a recent poll by Gartner suggests that only 16% of companies leverage technology to track employee progress and engagement. Perhaps managers are also intimidated by the transition from traditional to online, or are unsure of where to get started?
We pride ourselves in giving ArcLab users the best remote training and learning experience possible. This is why we provide support for your workforce anytime, anywhere, in any language (yes, training modules can be created in other languages besides English!). More importantly, ArcLab is easily accessible to low skilled and the older generation of workers. While it is important to upskill your existing workforce, ensuring proper onboarding for new team members is also crucial to ease their transition into your company. ArcLab allows you to create different training modules to conduct your onboarding and training concurrently. Adapt your training materials to cater to the needs of your workforce and training goals. Check out ArcLab Discover to see how different businesses use ArcLab.
See how Fei Siong Group uses ArcLab while training their employees, most of whom are non-English speaking!
With ArcLab, we can help smoothen this process. To streamline the transition process for new users, there is no software to install or download — not only is it user friendly, it does not take up any additional space in your computer database. For companies who are already in the process of transitioning online, ArcLab can even be used alongside any existing HRMS/ LMS. ArcLab’s interface is equipped with a wide variety of tools to help your company deliver training and performance support. Apart from the customisable designs and rich visual media, ArcLab also has a learner assessment and analytics function. Assess your employees’ understanding with the different assessment methods. Track their progress with the data we collate from your learners’ responses. Get to experience the ease of using technology for our low and affordable pricing.
The transition from offline to online can be intimidating. Let ArcLab help smoothen that transition and start your journey with us now!
There is a lot of information that you may want to share with your new employees on their big first day. This onboarding template keeps it all organized for you so that you can focus on connecting with your new hires and helping them hit the ground running!
Does your workplace have anyone trained in First Aid? Prepare for the unexpected to equip staff with life-saving skills. Our First Aid 101 series introduces some life-saving techniques, beginning with CPR (or Cardio-Pulmonary Resuscitation)
*Note: You should always attend / send your staff for an accredited course. Use this module only as a knowledge refresher and reference.
Costly F&B communication issues and how to solve it
Editor’s note: ArcLab works alongside HR Tech platforms to help businesses better manage workforces, improve staff performance to achieve more for the business, and digitally transform for the future.
We’re glad to co-author this article with Jolene Tan of StaffAny, a fast-growing software platform that enables shift-work teams (F&B, Retail, etc) to handle Operations and HR more easily — to share how F&B Businesses can avoid costly communication issues between HR, Ops and staff, and instead focus on growing the business.
Food & Beverage Services (“F&B”) is an operations-intensive business.
We want things to run as clockwork as much as possible. So imagine a restaurant where things DON’T run like clockwork…e.g.
Staff show up on the wrong day / time for work
Staff DON’T show up (thinking their shift is another day)
Staff show up not knowing what they’re supposed to do, or how to do them
Staffs’ shifts are confirmed at the last minute, leaving them with little time to plan their personal calendars
Pay that HR processed for staff is not what they expected, due to inaccuracies processing work hours, leading to HR spending unnecessary time double-checking shift hours with Ops…
Instead of staying on top of things, you’re fighting fires every single day, just barely surviving!
The downstream effects of haphazard operations are poor customer experience and inefficiency, as more time is spent rectifying errors. Staff will ultimately also end up discontented.
This is hardly the way to run your F&B business — or any business for that matter!
Too much time is spent fire-fighting and doing last-minute coordination tasks. Time that should be better spent on more productive areas, like developing a new item for the menu, and attracting new sources of customers for the business.
We want to avoid such disaster scenarios, which can happen if we have a less-than-effective communication and coordination framework for our F&B business.
There’s a better way.
Simplifying F&B Operations
First up — getting your schedules together! A schedule seem like a very simple and minor thing. But it actually forms the backbone of your daily operations. If schedules aren’t planned well, you can expect mess on the ground.
But we know, F&B schedules aren’t that simple. Besides the multiple shifts every single day, but the communication with your staff.
Get part-timer availability on WhatsApp. Plan weekly schedules on Excel. Send the schedules back on WhatsApp. Then begin the back-and-forth dance because a staff can’t make it last minute, or you need to edit your schedule… sounds familiar?
Actually, you can avoid all the time and communication issues of this flow by doing all things scheduling-related on one platform. This not only reduces communication errors but also saves managers and owners a Ton of time! (specifically up to 70% time for some of our users).
After schedules, the next most crucial part is your timesheets. HR spends so much time on this because they want to pay their staff accurately. But did you know? Most communication issues are solved as long as the pay staff expect to receive is equal to the hours HR trusts and processes. This can only happen if the finalised time records HR processes for payroll is also seen by your staff.
That’s exactly what StaffAny was created for. Built for the F&B industry, StaffAny supports your complex operational needs from scheduling to timesheets, so you can save time and labour costs. Focus on what really matters.
With proper scheduling, staff now know way ahead of time when their shift is. They also need a clear idea of their roles and responsibilities, and be trained in the tasks that they need to perform onsite, at each and every shift.
Traditionally, the task of teaching Standard Operating Procedures (“SOP”) to staff tends to fall on managers, who are already busy running operations and managing a myriad of other tasks. The training needs to be repeated for new staff, and sometimes staff forget what they need to do and require training again.
That’s where a good SOP system, built on ArcLab, can assist the manager. ArcLab empowers F&B businesses everywhere to easily author & distributeDigital SOPs, sent directly to staffs’ phones.
Unlike greasy SOP ring-binders that sit unused in the kitchen and available only to the manager, Digital SOPs are on-the-cloud and readily accessible by staff as-and-when they need to refer to specific steps and procedures that they may have forgotten, or want a second look.
Digital SOPs can also be updated each time circumstances and procedures change, and can be provided in multiple languages to suit staffs’ needs and abilities. Now every staff member knows his/her responsibility, what to do, and how to do them.
This means less work for the manager, who can spend more time on planning and executing growth plans. This means a more productive, and a more profitable business.
Let us help your business!
If you’re at F&B Business looking to simplify Operations…
Rejuvenate boring email newsletters! Use ArcLab’s template for mobile-ready newsletters, delivered direct to staff phones. Announce company updates, and milestones. Foster community by sharing employee stories.
Use this template to see the extent learners apply what they learnt in the job, and gather insights into workplace factors that could support or impede learning transfer. Best applied a period of time after training-end.
Nobody will commit to training that does not produce results. This post-training survey template is used by trainers to gather learners’ feedback and identify areas in the training programme that may require adjustments.
Check in with your staff on how they’re doing, and feeling about supervisors, teams, and your organisation. Use the template as-is, or add/edit/delete screens to help answer the questions that are important to your business.
Use this template as an audit / inspection checklist for your F&B outlets’ hygiene. Can be used by food safety officers and outlet managers. Adapt it to fit company specifics and regulatory requirements
As we place more emphasis on sustainability and rethink the impact of our globalised world and supply chains, here is a simple module that can get your teams started on growing a small portion of their food right in their homes.
COVID-19 has brought mental health and personal well-being to the forefront. Use this rudimentary Mindfulness module to share with your staff simple practices to cope with stress & take care of their mental health.
Has your business started accepting digital payments? Go digital today! There’s a variety of digital POS in the market. GrabPay is one. Here’s a module you can use to train your staff – in English and Chinese 中文 – 培训员工如何使用GrabPay商家应用程序.
How good are your staffs’ Cyber Security habits? With staff splitting their time in the office & WFH, use this module to convey the 101s of Cyber Security to keep your staff (and organisation) safe online
Maintaining good teamwork and positive working relationships is the cornerstone of organisational success. But just how skilled are you at doing so? Find out here and discover how the key to managing relationships with others begins with the ability to first manage your own emotions.
Do you act on your emotions in a way you later regret? Do you listen to reply or to understand? Learn the art of self-awareness and find out how it can facilitate effective decision making and inter-communication.
It is EQ, not IQ, that is essential in the modern workplace! Hear it first-hand from the renowned psychologist and leading scholar on emotional intelligence, Dr. Daniel Goleman, and discover the 5 key domains of EQ that determine professional success.
Building a good customer experience does not happen by accident. It happens by design. Discover how you can foster a lifetime loyalty from your customers by bringing design thinking to your business & customer experience strategies.
Concept based learning involves understanding of abstract ideas and requires a much deeper level of information processing—e.g. training on leadership, communication, critical thinking, or conflict resolution skills. Use this template to start.
Use this template to focus learning on the ‘what’ of things. Adapt it to introduce or reacquaint your team to the 101s of company products and offerings, or provide information on a specific topic or policy. A more effective way to help staff retain knowledge
Description: SOPs, operating instructions, or any other ‘how-tos’ guide for your employees do not always be on a dry, boring document or manual. Create yours here with this procedure-based learning template and find out tips on how you can keep their learning more effective and engaging!
We want to serve our customers well. How would you like your staff to act when facing customers who are ‘difficult’? Here’s an ArcLab template. Feel free to adapt it according to your company policy & practices!
Did you know that a big part of our communication happens through NON-VERBAL means? Understanding Body Language is an extremely important skill for your customer service reps to better serve your customers. Adapt this module to suit your company policies & practices, and train your staff accordingly.
Carving out time to train and orient your new service crew can be challenging. Help your new recruits get up to speed with their roles & responsibilities right on their first day at work with this template!
Here are COVID-19 Safe Management Measures that F&B Establishments in Singapore need to put in place for Phase 3 (Heightened Alert). Let’s work together to keep our diners & staff safe. Template created in collaboration with Fei Siong Group, with information from Enterprise Singapore.
The move to remote work has been a long and winding path for workers worldwide.
Remote work is the future of work.
Fortunately, I had been working remotely for three years before the pandemic, and in this post, I’d like to share some of the best practices I’ve seen in the remote onboarding phase.
Onboarding is tough enough, but remote onboarding has made it much more difficult. For their first day, no one will greet them personally, and they will not have a coworker seated next to them in the workplace. They won’t be around to meet their supervisor in person and will have to handle IT processes and other business apps on their own, albeit in the comfort of their own home and possibly comfy clothes.
HR departments worldwide are also figuring out how to better onboard new hires when they can’t be there to answer questions and calm their nerves. During the onboarding process, it’s important to make new employees feel at ease right away. According to studies, if an employee has a positive onboarding experience, they are more likely to stick with the company long term.
Remote hires will find it difficult to adapt to the company culture and gain a comprehensive understanding of the mission, values, and product knowledge they’ll need to do their jobs well. Team building is already challenging due to the lack of opportunities to meet in person, but there are ways to prevent new hire isolation.
This post will go through some tips for managers & HR to use during the remote onboarding period to ensure that new employees have a seamless transition into their new positions.
1. Prepare a welcome package
Consider putting together a welcome packet sent to new remote workers. New workers should receive the welcome packet before their first onboarding session.
The welcome packet aims to provide new workers with the general knowledge that will be useful in their first few days and months at the company. Making a video that welcomes new hires to the company can be a perfect way to give them a feeling of instant belonging.
Incorporate the welcome video into one of the onboarding process’s early stages. Make most of your training videos through training webinars, where you can deliver pre-recorded or live training to your remote employees.
ArcLab’s proprietary platform is ideal for remote onboarding, particularly for workers who are deskless or using a mobile. You can leverage nano learning modules to provide bite-size learning content, which is 5–7 minutes long and include videos and short quizzes to reinforce understanding.
2. Establish clear goals from the start
You give new employee the best chance of success by spelling out their expectations before their first day. They won’t be left in the dark and won’t have to ask too many questions if they have a good picture of their roles and what’s expected of them.
The most effective way to do this is to create a schedule for and new employee that includes time for training, assessments, and check-ins. Openly discuss business principles, new tasks they’ll be working on, team priorities, and personal ambitions.
Your top priority is to ensure that new hires know their roles and the tools/software/applications they’ll need to complete their tasks. Allow time for the IT team to set up their technology and answer any questions. Finally, provide them with the complete documentation of their onboarding process to relate to it during their first few weeks on the job.
3. Assign a buddy/mentor
A typical first day for a recruit will include a workplace tour, introductions to coworkers, and a series of in-person orientation sessions. Since all of this is temporary, it’s important to focus on establishing connections between new hires and their virtual teams.
Consider assigning a buddy to each new hire to chat as they adapt to their new job. They can ask them any questions they don’t want to ask the Slack community. This buddy can be a mentor, a team member, or a volunteer who has already been through the onboarding process. The aim is to connect new workers with someone who can help them get a head start in their new role.
Making early connections is an important part of a person’s first few weeks at a new company. Encourage team members to schedule introductory meetings with new hires so that everyone can establish a good relationship right away and feel less lonely.
4. Include collaborative learning
Ensure that the remote workers have plenty of chances to learn from one another. This is particularly important during the onboarding phase because it provides another way to promote a positive team-oriented culture, even if workers do not work in the same place.
If you manage a team, specifically, ask each team member to set up a video call with the new remote employee. They should take advantage of this opportunity to welcome the new employee to the team and clarify their duties. Another way to foster a remote-friendly community is to treat all workers equally and fairly, regardless of whether they work on-site or remotely.
5. Make engagement happen
A good mindset and strong relationships open the doors to promotion in the workplace. Working remotely has the downside of making it more difficult to highlight professional accomplishments. Employees will need to put in extra effort in 2021 to increase their virtual participation to access new opportunities. Employee engagement is much more difficult to convey and describe in a remote setting where employees interact primarily via email. Employees who work from home will stand out as leaders by attending virtual gatherings, engaging in online meetings, and maintaining a high enthusiasm level.
Make sure they have access to the same benefits as on-site workers. For example, if the organization provides subsidized gym memberships to employees, offer that to remote employees.
Although both on-site and off-site staff can be members of the same team, they do not all have the same level of experience working for the same company.
Build a remote-friendly environment that makes everyone feel included, regardless of where they work, for the company to be effective in onboarding permanently remote employees.
ArcLab Mobile learning solves training needs, offering remote training via our proprietary SaaS platform or a blended approach integrated with your current L&D framework. You can further learn more about how Nano Learning can improve your organisation’s work performance. Try our learning module and receive a copy of our Nano Learning playbook.
Ephraim, the author, has over ten years of experience in B2B consultative and solution sales. He is a technology enthusiast for SaaS solutions and cloud-based software. His personal motto is to embrace technology, challenge himself, learn new things, and step outside of his comfort zone to try new things. Here’s where you can learn more about him.
Investing in your employees always yields high returns, after all, they are the main driving force of the organization. One form of investment can be via digital microlearning. This method benefits the employees as they learn something new while saving their leisure time. They also have knowledge at their fingertips hence opening growth opportunities for themselves. As for the firms themselves, this new advent in technology can help boost return on investment (ROI).
Investments are a risky venture especially when you are not sure of the outcome, but upskilling is not a risk but a necessity. One of the best ways to look into upgrading your staff is through digitalization, which is not just cost-effective but also efficient. According to psychology, human beings are disinterested in content that is not tailored to them, with microlearning this has been made possible. Statistics show there is 20% more information retention when microlearning is used, and there is a 17% boost in learner’s performance. Thus, showing proven benefits of this method of training. Apart from this as a business, if you take time constraints into consideration, training may become secondary. It is always perceived that the employees need to stop daily activities to do on the job training. With microlearning this may not be needed, due to the mobile nature of microlearning, it can be done at one’s own convenient time.
An organization’s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage.
— Jack Welch
Interactive Nano learning is becoming the norm in several industries such as F&B, Hospitality, and Retail. In fact, the projected growth rate for microlearning is 2.7 billion by 2024. The growth represents the success rate of implementing this technology as it makes it easier for employees to perform daily tasks without an information overload. Furthermore, businesses can teach their workers about standard operating procedures, and information about their products which the staff can relay to prospective customers, therefore, increasing sales. The content can also be designed in a goal-driven manner which provides a clear learning objective to the learner. This can be further reinstated via inbuilt quizzes and tests which allow the organization to test the understanding of the user. Test results paired with key performance indicators (KPI), can help companies track progress and gauge ROI.
Nano learning can be considered as a solution for frontline workers which not only benefits the employees themselves but the management as well. With a plethora of advantages being offered by this technology at low prices, it is quick and easy for a business to adopt this change.
ArcLab Mobile learning solves training needs; offering remote training via our proprietary SaaS platform or a blended approach integrated with your current L&D framework. You can further learn more today about how Nano Learning can improve work performance in your organisation. Try our learning module and receive a copy of our Nano Learning playbook.
First — the way we hire affects who we end up hiring. From getting your prospective interviewees take gamified online assessments to identify thinking patterns, to virtual recorded interviews which are run through an AI algorithm instead of a human recruiter. Such technology helps assess and filter candidates with attributes which accurately match with what the company wants for subsequent rounds of interviews.
For example, Hilton hotels, a renowned chain of hotels around the world has turned to digitising their HR. Hilton’s HR team gathers data from high-performing employees and apply it towards filter new applicants.
Second — digitalisation can be used to enhance employee experience. To manage the introduction of these new processes in the HR department, skills of current staff need to be upgraded. This means we need to familiarise the staff with technology before they can further hire tech-savvy employees.
Internal HR processes that can be digitised include payroll and leave applications. Digitising these free up HR Department’s time for higher-value activities like strategy and planning. Employee feedback systems can also be digitised, and analytics applied to provide important insights for the organisation.
Pivoting training (traditionally done through face-to-face lessons and by sending staff to external courses to upskill them) to online training services also allows organisations to tailor specific training content for their workforce.
There will undeniably be aspects of HR that will require a human touch. For example, complaints about harassment and bullying will almost always require a closer look from HR, management, and line managers. Empathy is an (the) important trait for HR professionals. Technology is ultimate just a tool.
In conclusion, we need to take the right steps for our our workforce. Happy employees form the working culture for the entire organisation, which translates into the experience of the customers the firm serves.
With the right framework, we then need to apply the proper training. ArcLab empowers companies set up digital training for your workforce with your own Nano Learning modules.
Benefits of digitalisation and upskilling workforce in the F&B industry
When every industry is reaping the benefits of digitalisation, why not the F&B industry? Adapting to technological advancements will not only help the industry grow but also help individuals develop their skills so they can do more for the F&B business.
But what does digitalisation mean for this industry? Customers can make reservations, place orders, view menus online, and so much more. Technology can also be adopted for internal processes such as marketing and sales management, logistics, and training. The data generated over the software can then be analysed to increase efficiency and manage costs. On top of these benefits, using technology to carry out business operations is especially advantageous during this pandemic where social distancing is encouraged.
However, as an F&B business it is not only necessary to switch to tech for internal processes but also to upskill their workforce. With new operating policies introduced by the government due to Covid-19 along with new competitions, current employees will need to keep up to stay relevant.
Thus, digitalisation allows the management to produce dynamic and interactive training material online. This makes it easier to grasp the attention of workers during training and produces more aware and confident employees. What’s more? Tech can help reduce manual hours needed to provide onsite training and lower inconveniences to managers and colleagues.
Arclab’s nano-learning platform helps F&B businesses do just that. Using ArcLab’s platform, managers can create online modules to train and provide SOP manuals to workers. These modules can then be accessed directly through a web link. The software can not only upskill current employees but also train new hires!
Despite tons of advantages, some companies might still find it hard to adopt tech like ArcLab, especially people who resist new technological changes. Such intolerance from employees could result in extra work and costs incurred by the management while introducing digitalisation.
Concerns like these is why in Singapore not all F&B businesses are looking into investing in this area from their own pockets. Hence, to aid this change the government has stepped in. With the Enterprise Development Grant (EDG) provided by the Singaporean government up to 80% of the expenditure of the switch to digitalisation can be supported.
The adoption of digital solutions can make life easier for not just the management and the workforce. Investment in digitalisation can give the businesses operating in the F&B industry an edge in the competitive arena.
Employees who are well versed with the standard operating procedures of the organization will tend to make fewer errors; data collected during the online training could be collated and used to make a more effective learning experience for the future. So why wait when the government is supporting your decision as well?
COVID-19 has wreaked havoc globally in 2020 and it does not seem to be letting up in the New Year, with new strains of the virus now rearing its ugly head in Europe. As many countries go into lockdown for the umpteenth time, what is going to happen to good old customer service as we know it, be it at retail stores or our favourite restaurants?
As with anything, there are always two sides to a coin. The pandemic has created a new normal and in the area of customer service, some good has come out of it.
Due to the safe management measures put in place, the number of people allowed in restaurants has decreased. As such, there will be less people dining in a restaurant at any one time. With less diners, the service staff will be able to give more attention to the ones that are present. This would not have been possible in the past where you have a fully packed restaurant that was understaffed.
Another positive that has arisen due to the pandemic will be the level of hygiene standards and cleanliness of stores and food outlets. We have a module about food hygiene so feel free to check it out here.
Due to COVID-19, many shopping malls and food & beverage outlets now maintain extremely high levels of cleanliness to ensure the safety of their patrons and diners. High touchpoints are constantly disinfected to prevent the spread of COVID-19, and this indirectly prevents the spread of other infectious diseases like Hand Foot Mouth Disease (HFMD) and the common cold as well.
On the flip side though, some people may feel that customer service may be less personal nowadays. Reason being that staff have to wear masks so you cannot really see the smiles on their faces anymore. The social distancing practices also means that they cannot get too close to customers so that may feel a little distant, literally. The warmth and friendliness you used to feel from service staff will be a thing of the past and in its place, what you will find will be a human who is there to assist, but from a safe distance, and hiding behind a mask.
When it comes to flying though, it is no different. Even though air travel is still limited to certain groups of people and not opened to the masses yet, those who have been travelling this period have complained of a lack of service on board the aircraft.
Most airlines have stopped serving hot food and in its place instead are pre packed food like bread or biscuits. Food service is non-existent and passengers get bottled water instead for minimal interaction with the cabin crew.
Of course, all these measures are there to protect the passengers, as well as the cabin crew but it does seriously affect the high standards of service that people have come to expect on board an airplane.
From the warm smile of the flight attendant who greets you as you board the plane, to her attending to your request for a blanket after you are seated. These are the service touchpoints that we have come to enjoy and expect over the years pre-pandemic.
When you remove all these suddenly, it does leave a void and bad feeling, regardless of whether we are living in a new normal. It just does not feel like you are flying with style anymore.
So there you have it. Customer service is almost no longer recognizable in this new normal thanks to COVID-19 and no one really knows how long this virus is going to hang around. Fortunately at ArcLab our clients have created customer service modules to ensure we are still maintaining high standards. Feel free to give it a go here, maybe you are a service superstar!
Vaccines are now finally available but only time will tell if we can return to the good old days where we took good customer service for granted.
Importance of upskilling in the digital age post COVID-19
If it was not apparent before, it is now. The digital age is here to stay and for those that are not keeping up will eventually be left behind.
Bearing in mind the harsh lessons learnt at the expense of the former giants, what can an individual do to upskill himself or herself post COVID-19 to ensure that they do not too, become redundant and are left behind?
First of all, upskilling is not about learning a new device because that very same device can become obsolete tomorrow. Instead, upskilling is about gaining the knowledge, tools and technical expertise to harness the digital technologies that are available in their lives and workplace.
The main difference between upskilling in the pre-pandemic world and the new normal we now live in would be time. Previously, we had the luxury of time to plan, test and adjust new technologies. Nowadays, it is a constant race against time to constantly reframe and adapt to the COVID-19 situation, which is changing rapidly, even as we speak.
As a result, individuals have had to unlearn what they have learnt previously and adopt a new learning mode, which is to make decisions based on current information and data, rather than past data, which may no longer be relevant.
These changes can be seen in various businesses that have learnt to evolve and upskill their employees:
Hawkers: They had to switch to online delivery and payment during the Circuit Breaker period when their customers were not allowed to dine out.
Taxi Drivers: Nowadays, taxi drivers are also doubling up as delivery men, helping to send food and parcels during off peak hours.
Security guards: Security guards at condominiums and shopping malls have had to expand their job scope and serve as temperature screeners and safe entry enforcing officers on top of their previous duties.
As shown above in the various examples, the hawker can no longer claim that he is not familiar with online payment and delivery modes. Similarly, the security guard has to be familiar with the TraceTogether app and temperature screening equipment. All these would simply not be possible if the employers and staff did not embrace upskilling and equip themselves with the necessary expertise as mentioned earlier.
Constant learning and upskilling has always been necessary for us to keep abreast of technology and to make ourselves relevant to the workforce but COVID-19 has simply accelerated the process.
In the past, you would probably be able to hang on to your job if you resist the urge to upskill but in the current climate, you can easily find yourself out of a job if you do not embrace relearning and upskilling.
So, how do we help people to upskill in this ever-changing digital era amidst the pandemic?
The answer is simple. It is all about helping people to become effective and efficient learners. By that, it means to help change people’s mental models and reframe their thinking so they understand that upskilling is unavoidable, even if it means extra effort and time that needs to be invested.
But not to worry! ArcLab is here to help no matter what industry you are in! As you walk around the streets of Singapore, you’ll see everyone glued to the screens of their phones. ArcLab provides short modules that you can learn anywhere and anytime, even when you are commuting. This way, you can upskill and even improve your work performance easily. It is really that simple! You can try your hands at the modules that we already have on our showcase page here!
Therefore, while the pandemic may have wreaked havoc globally and claimed lives, there could still be some good that comes out of it if people learn to think and work differently due to it.
Let ArcLab help you through your never ending journey to learn!
Editor’s note: In mid-2019, we received an internship request from a Temasek Polytechnic (“TP”) student. We’d never worked with TP before and weren’t sure what to expect. But we took the chance anyway. Nicholas started his stint knowing not very much about tech, startups or B2B marketing. By the end of it, he was managing all our online collateral, mailers, social media and produced 2 ArcLab videos.
Here’s Nicholas’ story — suitably, he put it in an ArcLab module, embracing what is known in #StartupWorld as ‘dogfood-ing’.
As simple as it seems, that was my entire 4 months of intern into a short module. Imagine how learning can be made easier and simpler with nano learning, built with ArcLab.
Anyway, here’s the full blog…
With little to no experience in the ‘Adult World’, it was definitely challenging having to adapt to a new lifestyle; working in an office and commutes to work with the bustling crowd. Being a Digital Marketing Student, I wanted to showcase my skills as a marketer and successfully ‘market’ a product well. Interning at ArcLab gave me this opportunity and I was able to accomplish it. Here’s my journey in ArcLab as a Digital Marketing Intern…
On my first day, I came to the office with butterflies in my stomach, not expectant of anything. Questions of “What even is Nano Learning?” to “What if I’m not living up to expectations” flooded my mind. Thankfully, I was given tasks that I was familiar with and subjects that were already learnt in school.
My first major ‘project’ was Content Auditing. I was tasked to audit ArcLab’s pages (LinkedIn, blog, website) and assess the current score of the pages. From scoring the pages’ impression counts and bounce rates to scoring its clickthrough rates (CTR).
Content auditing was relatively straightforward and I was done with it quickly. Immediately, I moved on to the next and also, the most arduous task, SEO.
I was tasked to tweak the Search Engine Optimisation (SEO) for ArcLab’s website. SEO was relatively foreign to me even though I had learnt it before. Could it be because I failed to pay attention during class? Or it could just be the onerous and intricate topic by itself. Regardless, I gave it a go and had to do more research to back up my findings.
Ultimately, the long-dreaded research ended and I came up with web titles and alt texts for ArcLabs home and showcase page. The challenging part about SEO is not just the research and execution but rather understanding Google’s algorithms and proper keywords usage in order to rank higher in Google.
(and also the constant fear of whether your page would someday rank higher)
Keywords such as “nano learning” and “mobile learning” were important as this gives the website a boost in SEO. Thus, in order to understand SEO better, I made sure I studied guides on Google and be more profound in SEO.
My third major task involved a speck more creativity, and it was definitely one that I enjoyed working on. Ever since I had an interest in photography, it sparked the passion of film-making and photography in me. I enjoyed the filmings and editings of short films for my past school projects, not to mention taking photographs and short videos whenever I go on a trip. It definitely grew the passion in me and I always seek to learn new ways to produce nicer and better quality work. For this task, I had to create a short basic promo video that will introduce the new features for ArcLab. However, this time round there is no filming required and I edited a short infographic video with images that explain the new features. Although it wasn’t relatively a film-making experience, editing a short video was equally as enjoyable for me. Watch it here!:
A couple of weeks later, I was tasked with a new company promo video. This time, with a more professional touch. The shooting experience was interesting as I got to experience how professional shoots were done. Although it wasn’t a long shoot, it was definitely an eye-opening experience. Do check out the video on ArcLab’s channels when it’s ready!
The last ‘big’ project that I worked on was the tweaking of ArcLab’s website. I was tasked to overhaul the showcase page and pricing page by having the pages look less sophisticated and better looking. It was challenging at first as I was unfamiliar with the website builder ArcLab was using, and it was a little less user-friendly compared to other website builders. Despite the issues, I made it look to the best that I could. Finally, I managed to construct a simpler and slightly more aesthetically pleasing page layout. Now, we are able to better showcase different ways ArcLab users are training their workforce through bite-sized nano learning modules like these.
Learning is made so lengthy nowadays, articles and textbooks are pages worth. Who even has the attention span to absorb everything that was written? I, too, when in school, can only absorb so much in a 2-hour long tutorial. With shorter modules and more targeted learning, information can then be absorbed effectively and ArcLab empowers bite-sized learning to be done on demand. With ArcLab’s modules, deskless workers/learners are able to learn and train without the need to be there physically.
My intern journey was definitely fruitful and I learnt many new and intriguing things. From lunchtime talks on career and football to attending events and shows with James, it was definitely a brand-new experience for me. I must say I have fully experienced the “Adult World” and achieved my goals. Interning at ArcLab gave me the opportunity to work in a Start-up and B2B company, which without a doubt, opened up my view to the market and industry. It is not the usual B2C company where “I sell, you buy” but the whole unfamiliar and foreign B2B industry. Interning has taught me things that school would not have and my experience here has been worthwhile. This has been a great journey and it has equipped me with the skills and knowledge that I will need for my future endeavours.