You have recently got a brand-new Learning Management System (LMS) installed in your organization. Now, you wish to populate it with SCORM compliant digital learning assets which could support your vision towards digital training. How do you go about it? You have two options.
When rolling out formal training programs, such as classroom training or e-learning programs, it is always better to view them as part of a learning process instead of an isolated event. The formal training interventions act as a foundation for the basic knowledge. Usually, employees build on this knowledge while working on the job. They learn as they work, as they observe their colleagues and face situations that warrant more information or learning. However, instead of leaving it to the employees to further their learning, you as training managers, can also provide them with just-in-time knowledge resources that they can use when needed. These knowledge bytes can provide opportunities for employees to go back and revise what was learned in the classrooms. How can you go about this?
Digital technologies have permanently changed the way we access knowledge and information. Are our organizations keeping pace with these changes in the way they train and build the knowledge or skills of their employees? Most have already begun to do so but there may be others who are taking baby steps.
So, you have decided to provide e-learning options to your employees. Let’s assume you have hired an e-learning vendor for creating SCORM compliant e-learning courses. Now, you need a platform to host these courses – a Learning Management System (LMS). How do you decide which is the one that is right for you? When you are looking for a vendor to provide an LMS, make sure they provide the following key features.
Digital India, Digital learning, and Online learning are buzzwords that you would have never heard about, a decade ago. But these terms seem to be everywhere – in the newspapers, television commercials, hoardings/billboards, and of course, on the Internet. In India, it started as a big trend in the K-12 learning space initially. However, today more and more organizations are exploring digital training options. Is it just a passing fad or is there a strong motivation for them to do so? I don’t think it is a passing fad, it is one of the disruptive technologies that will change the way we approach learning and training in organizations. What is the main motivation of organizations to make this shift? I can think of five main reasons:
Blended Learning refers to a mix of different delivery methods for a more comprehensive learning experience. It can include classroom training, e-learning, as well as other online formats such as video-based learning, mobile learning, and so on. If you are new to online training and would like to explore it for your organization, the best option is to start small with blended learning.
Do your employees require a constant reminder to log in to the LMS? Recently, I heard a HR manager lament that his pleas to employees to log in to the learning portal at least once a month, were of no use. Employees seldom visit the LMS or check out the courses that are hosted there. What are the probable reasons? There could be many. For example, the courses hosted there might not be really relevant to the employees or employees might find the interface too challenging to navigate.
Can you build a house by watching YouTube instructional videos? I am not talking of a tree house or a dog house. A large, independent house like this one?
We are often asked “How much does an e-learning course cost?”. It is not easy to answer the question. The most likely answer to this question would be, “it depends”. It is the most frustrating answer for clients. Yet, it is a fact that the cost of e-learning course development depends on many factors.
“See any detour as an opportunity to experience new things.”
- H. Jackson Brown, Jr.
You have been delivering training in the traditional, face-to-face classroom environment. All your trainings – be it compliance, onboarding or safety training – this is the route you have always taken. Now, you have a problem. Over the years, your company expanded, welcoming an increasing number of employees. Budgets are not always generous. You also are experiencing more turnover than before. It means, you spend a lot of time, money, and energy in training an employee and when that person chooses to leave you in a couple of months, your investment is wasted.