Question

For some time, Bloomingdale's relied on standard types of training to enhance employees' awareness of topics such as workplace safety and loss prevention. Such training typically included classroom sessions, store huddles, pre-shift meetings, and instructional posters. But these efforts were not always effective despite the good intentions. For instance, the training did not really inspire employees to focus on the key issues covered, and it was often difficult to measure the impact of the instruction provided. The firm recognized that something different must be done to enhance its safety record—this involved increasing associates' knowledge of safety, rather than focusing exclusively on traditional training as a "quick fix."

The company started using Axonify, a training platform that incorporates active gamification and other entertaining activities to increase employee knowledge. Learning can also be customized based on the personal needs of employees. This enables individuals to build confidence by working on their knowledge areas that need improvement. Much of these activities could also be integrated real time into the work environment.

Bloomingdale's developed a four-stage process to make the transition from traditional training to ongoing learning. First, learning activities were included in shift work to spark daily awareness of safety and customer service issues. The Employee Knowledge Platform enabled employees to learn during short periods of downtime, using mobile devices or point-of-sale instruments. Associates were able to learn while they did their jobs, instead of receiving training at one time. Next, the training was delivered in small modules, with gamified elements that appealed to associates. When individuals mastered one set of information, the platform would move on to other topics—when remedial work was needed, it was provided until associates mastered the information.

Bloomingdale's also allowed for some customization in the learning system because different stores and departments often dealt with very different challenges and opportunities. This customization led to greater engagement across the various areas of the organization. Finally, the effectiveness of the learning was measured with the Employee Knowledge Platform, which helped Bloomingdale's determine its impact on important outcomes (i.e., individual behaviors and results). This allowed managers to get a gauge of how well associates, teams, and stores were learning and applying the information on the job.

Not only does Bloomingdale's have an engaging training program that motivates a tech-oriented workforce, but the company also has a way of measuring its impact on the business as a whole. The approach has been very effective. The company has saved millions of dollars by decreasing the number of safety claims it addresses.

Bloomingdale's benefited enormously by reshaping its employee training methods. Not only did these changes improve the company's safety records, they also saved the company millions of dollars. Which of the following facts, if true, would most likely hinder the successful implementation of the company's revised plans for employee training?

b. The company previously used massive open online courses (MOOCs) for training employees.
c. The company already uses an Employee Knowledge Platform.
d. The company has many older adults.

Answer 1

The presence of many older adults within Bloomingdale's could be the most significant hindrance to the successful implementation of their revised, technology-driven training program due to potential resistance to or discomfort with the tech-oriented, gamified learning platform.

Step-by-step explanation:

To assess which fact would most likely hinder the successful implementation of Bloomingdale's revised plans for employee training, it is crucial to consider the training content, demographics, and existing resources.

The introduction of a tech-oriented training system like Axonify, which employs gamification and allows for the personalization of learning content, may not resonate well with employees who are not tech-savvy or resistant to change.

While prior usage of massive open online courses (MOOCs) and the existence of an Employee Knowledge Platform indicate a certain level of technological adoption, it is the last fact — the presence of many older adults within the company — that could prove most challenging. This demographic may have less experience with technology or may prefer traditional methods of learning, thereby reducing their engagement with the new training system and potentially impeding the program's effectiveness.