A response would be amazing! Doesn't need to be in paragraph form, as long as it is a couple sentences per answer!

For some time, Bloomingdales 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 recordthis 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. Bloomingdales 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 topicswhen remedial work was needed, it was provided until associates mastered the information. Bloomingdales 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 Bloomingdales 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 Bloomingdales 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

QUESTIONS 1. What is your opinion of Bloomingdales learning approach? What elements do you think motivated employees to learn more about safety on the job? 2. Do you agree with the various stages employed to implement the system? Could this approach be improved? If so, what improvements would you recommend? 3. What kind of incentives might be used to encourage further learning?