Why remuneration training is ideal for video

by John Hilton20 Apr 2016
Swinburne Online has been very successful in training and engaging their workforce, having been an Aon Hewitt Best Employer for the past two years.

The online education provider has about 160 employees in the office and around 500 workers based remotely who never come into the office.

Consequently, the organisation had to come up with creative ways to make training interesting and accessible for all their employees,

One way they are achieving this is by using short and sharp videos, according to Shanyn Payne, General Manager of HR at Swinburne Online.

“We are chunking down large amounts of content into two or three minute videos so people can access it anytime that they want, rather than having to turn up to a one hour training session,” said Payne.

“We also offer live video sessions for employees to be able opt in to and ask questions. We run that once a month for our remote workforce.”

The latest video training session that Swinburne Online completed was on remuneration, added Payne.

This originated because managers were unsure about how to set pay and how to have conversations on this subject with employees.

“People were confused about how their remuneration was structured,” said Payne.

"The remuneration training came out of a survey where employees were saying they didn’t understand how their remuneration was set."

The company also has a video training session on how to give and receive feedback which involves a role play.

“And then we have industry-based training where we will have the CEO talk about something , or the academic director upskilling employees on the latest thing that’s happening,” she said.

In terms of determining the topic of the video training session, Swinburne Online achieves this by asking staff what they would like to learn about.

“At the end of each training session whether it’s a video or a face-to-face we ask our employees what they would like the topic to be on next. Usually that gives us two or three things for the next few sessions,” she said.

“The topics are almost always based on what employees are asking for unless it is obviously an important business update or industry update that we then go out to employees with.”

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