Dive Brief:

• Most corporate learning programs are flawed in that they only focus on shoving information and corporate culture into the minds of new hires, writes Barry Kayton for Recruiter.com. The problem stems from a need for rapid learning and onboarding programs that are nothing more than on-screen or instructor-led cram sessions.
• Corporate programs can tap into technology and social tools to facilitate a more community and hyper-personalized approach to corporate learning. Kayton says this "adds a new dimension to learning", that produces support for ongoing learning for future leaders. 
• Organizations that want to transform new hires into future leaders have to start thinking about onboarding and training as a two-lane road that is personalized to the needs of each individual, Kayton writes.

Dive Insight:

Learning methods are incredibly diverse between businesses, and each make use of resources that are readily available. While onboarding has become somewhat more structured, few companies create opportunities for employees to learn together, outside of the first few days of orientation. This is often considered to be ineffective because new hires quickly become overwhelmed with too much information all at once.

To Kayton's credit, he points out that it's easy to incorporate social learning technology into existing learning methods by creating a community for learners to support one another. It's the peer-to-peer learning advantage that harnesses how people process concepts and retain information. This can also improve employee engagement levels, which has been shown to improve retention rates.