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MICROLEARNING BLOG


HOW TO OVERCOME 3 OF THE TOP PHARMACEUTICAL EMPLOYEE TRAINING CHALLENGES


David Resendes, VP of Marketing

Pharmaceutical companies and their employees are doing life-saving work each day
to bring cutting edge drugs and therapies to market. But this doesn’t just
happen on its own. Behind the scenes, training teams are in large part
responsible for these positive outcomes.

According to a study conducted by the Association for Talent Development (ATD),
organizations allocate an average of 32.9 hours of training per employee per
year. That means a pharma company with 100K employees spends 3.2 million hours
training employees each year. That’s 3.2 million hours of productivity
sacrificed to ensure workers have the skills necessary to excel in their roles.

The pharmaceutical industry is known for its fast-paced nature, stringent
regulations and ever-evolving scientific advancements. While training is
necessary in this complex and rapidly evolving industry, many organizations have
begun taking a closer look at the real impact their training strategy is having
on the business – especially since they allocate so much time and money to build
programs and pull employees away from their work to complete them.

This blog explores three pharmaceutical training challenges that organizations
are evaluating and how learning technology can help.


PHARMACEUTICAL EMPLOYEE TRAINING CHALLENGE #1: MEASURING LEARNING IMPACT

Measuring the impact of training programs is essential to ensure their
effectiveness and justify investments. But L&D and enablement teams have yet to
come to a consensus on the best way to do that.

It is challenging, but there are a couple ways that this can be done. One
option, you can measure the impact of your efforts on employees’ knowledge and
skills. Before you roll out a training program, conduct a baseline assessment to
get a starting point. This will also help you determine which topics and skills
you should be focusing on so you don’t waste time, resources and money on
training that’s not needed. Once the program has concluded, send out the exact
same assessment. Ideally, your learners’ will have improved.

The problem, however, with this method of measurement is that it only tells you
what your learners know at one point in time. If you assess knowledge
immediately after a classroom training session, your learners are relying on
their short-term memory to ace the test. But how much of that material will be
remembered a week, a month and even a year out? Science tells us not very much,
if any at all.

That’s why knowledge reinforcement must be a component of your training
programs. By testing learners on information over time, they are forced to
recall what they’ve learned and commit it to long-term memory. Qstream’s
microlearning platform, which pushes out bite-sized learning challenges, gives
you the data to prove that critical information is understood, remembered and
applied on the job over time.

Putting this method into practice might look something like this: You roll out a
training program on a new drug you are bringing to market to your sales team.
The curriculum consists of two classroom training sessions, an e-learning in
your LMS and a microlearning challenge that lasts three months to build
knowledge retention of the most important information covered in the program.
Once the drug hits the market, compare the microlearning program results to the
sales performance of the new drug. If your microlearning program ended up with a
proficiency rate of 95%, you could easily make the case that training influenced
the reps’ ability to effectively sell the drug. You could also look at
individuals who scored exceptionally high and their win rates.

Many of our customers launch Qstreams once a year to confirm that knowledge is
being retained. This is another proof point you could take to leadership to
demonstrate results. Others say that anecdotal feedback from learners helps make
their case. For example, ask those on the frontline about their successes and
they’ll likely be able to connect those back to a training program.


PHARMACEUTICAL EMPLOYEE TRAINING CHALLENGE #2: KEEPING LEARNERS ENGAGED &
PRODUCTIVE

There are two key problems at play for learners today: they don’t see the value
of training and struggle to find the time to complete it. Fortunately, these
challenges go hand in hand and can be solved by making a few key changes.

To keep today’s digital-first learners interested, training must meet their
standards. “A multi-modality, blended learning approach is really important in
today’s society,” says Tara Leahy, Director, Commercial Training & Development,
Daiichi-Sankyo. “Whether we like it or not, our ability to stay focused on one
topic, I think, has shrunk exponentially since social media has started, and we
really have no choice but to get on that bandwagon.”

In addition to traditional training methods, incorporate interactive elements
such as quizzes, competitions, videos and interactive simulations to create an
engaging and dynamic learning experience. The gamification available in
microlearning platforms today directly addresses the way today’s workers
interact with technology while building friendly competition amongst teams and
individuals.

According to a 2022 research report, 38% of employees want training that is more
relevant to their actual jobs. It’s critical that you build individualized
learning experiences – taking into account employees’ roles, skills and career
goals – and put learners in the driver’s seat. Give them the ability to
self-enroll in training programs and courses that interest them. People are much
more likely to buy into learning and actually retain the information when it’s
relevant and perceived as useful.

Learning is seen as a check-the-box for many these days. That’s largely due to
being pulled from their jobs for hours on end for training that’s one-size-fits
all. These training sessions aren’t just compromising employee engagement, but
they’re costing your organization hours of productivity – all to share a bunch
of information that will most likely go in one ear and out the other, or be
forgotten within days.

While some training must be done in bulk, consider swapping other learning
activities with shorter microlearning sessions. Microlearning challenges are
pushed out to employees directly in their flow of work. It takes about five
minutes to answer a few questions, get immediate feedback and return to work.
This gives learners the ability to self-assess and seek out additional material
on topics they might be struggling with, putting them in control of their own
development.

How microlearning content is delivered is the biggest contributor to
consistently high learner engagement. Focus not just on the content but how you
can serve up microlearning in a convenient and learner-centric way.


PHARMACEUTICAL EMPLOYEE TRAINING CHALLENGE #3: IDENTIFYING & CORRECTING
POTENTIAL RISK

What do my learners know right now? That’s another question that training teams
have struggled to answer for years. Relying on course completion data,
post-training assessments and satisfaction surveys are not enough. These metrics
won’t tell you that Sarah didn’t quite understand that one data security process
or Sam failed to grasp how to implement that new quality control protocol.
Letting these things go unchecked can lead to catastrophic consequences for the
entire organization.

Microlearning analytics offer a clear snapshot of what your learners know and
don’t know today – whether that’s immediately after an important training
session or months down the road. The heat maps in microlearning platforms like
Qstream clearly call out topics that need attention on an individual and team
level so that critical knowledge gaps can swiftly be corrected. That could be
via additional manager coaching, further training or a combination of the two.

Organizations should also consider implementing scenario-based learning to
simulate compliance challenges and ethical dilemmas. This gives employees a
chance to practice what they’ve learned in a pilot-like setting and correct any
mistakes before they are made on the job.


WATCH THIS VIDEO TO LEARN MORE!



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WHAT ARE PEOPLE SAYING?

“Very impactful and transformational approach to microlearning. We are
addressing our needs of identifying knowledge gaps in our field force and being
able to use the data coming from Qstream to focus the actions needed to close
those gaps.”
G2 — Administrator in Medical Devices

“Learning retention, asynchronous coaching, a scalable learning model. The
benefits of training and coaching a dispersed workforce are huge!”
G2 — Ed Flahive, Senior Digital Learning Specialist at MilliporeSigma

“The support from Qstream staff is invaluable. The gamification aspect is
extremely engaging and the in-depth analytics is unmatched.”
G2 — Anonymous G2 Reviewer

“I have seen a very positive impact in retention and users are happy to use this
platform to consolidate learnings.”
G2 — Jorge Fragoso, Global Medical Learning and Capabilities Development Lead at
Sanofi

“Training our group on thousands of products that we sell is hard. Retaining the
information is even harder. Short bursts of learning make it easy for learners
to absorb the information.”
G2 — Chris Dissler, eLearning Developer at Infinite Electronics

“Very impactful and transformational approach to microlearning. We are
addressing our needs of identifying knowledge gaps in our field force and being
able to use the data coming from Qstream to focus the actions needed to close
those gaps.”
G2 — Administrator in Medical Devices

“Learning retention, asynchronous coaching, a scalable learning model. The
benefits of training and coaching a dispersed workforce are huge!”
G2 — Ed Flahive, Senior Digital Learning Specialist at MilliporeSigma


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