The ‘corporate jungle’ has an uncompromising law: It’s the survival of the fittest.
Until about a decade ago, there was no need for such a law. But with a surge of new entrants in the corporate sector, there has been intense competition between companies for a place in their respective industries; and true to the law, only the fittest have survived and succeeded. The onus to succeed has always been with the workforce, and today, millennials make up a majority of that workforce.
Within an organization, people are the most valuable asset. However, this is not a concept that is often reflected in training budgets. This places training managers in the position of having to find innovative ways to train their workforce on a very limited budget. In this blog, we discuss a feasible solution: Rapid E-learning. Not only does rapid eLearning reduce training costs, but it’s proven to increase a company’s ROI as well..
Stop! Don’t chuck that old training PPT – especially if it still contains training-worthy information that your learners can use. It’s okay to move to online learning with rapid eLearning development, and take your existing PPTs with you. Here’s why, when, and how you can take your PPTs with you – thanks to rapid eLearning development.
There comes a time in every employee’s life when what was learned during training, is forgotten. It could be as simple as forgetting the fifth step in a 9-step process; it could be as urgent as having to pull out a policy in the presence of an angry customer, and not being able to remember which one it is that applies to that individual; or it could be as frustrating as getting stuck when installing an appliance, but having no access to a troubleshooting manual. The result is ‘poor’ customer satisfaction. What would help in these situations is performance support – just-in-time information that is accessible and applicable at the point of need, and solves a very specific work-related problem. Rapid eLearning development can be used to create several courses, rapidly, unlike traditional eLearning or classroom training. Let’s look at what is entailed to provide employees with performance support and how rapid eLearning development can help. But first, let’s understand what just-in-time learning is.
Companies are getting more agile, and training (whether it is traditional classroom training or eLearning), must be more agile as well. It’s true that eLearning is a huge improvement over traditional classroom training and is efficient and impressive in its own right; however, is it agile enough to contribute to the synergistic effect that comes about from departments working in harmony? Can eLearning meet the training requirements of all departments at the speed at which it is needed? Is it rapid enough? Consider the following eLearning development facts:
Way back in the ‘60s, when Malcolm Knowles proposed his theory on how adults learn, little did he know that one day, it would form the very foundation of corporate training, the world over. In a nutshell, his theory suggests that adults have a need for self-directed learning (full control of their learning). While it has been established that self-directed learning (SDL) is highly successful, trainers are hesitant to handover the training reins to learners; and those who are willing to do so, don’t know how. Online learning provides trainers with ample opportunity for SDL – as we will discuss in this blog; however, a basic understanding of Knowles’ theory and the assumptions associated with it, will help.
A competitive, multicultural, and globally dispersed workforce must receive training that is commensurate with its high-profile status. Today, several companies boast of a global presence, driving the need to create training that meets global standards. Training that meets global standards or international standards must be of high quality, speak to a global audience, meet training requirements, and most importantly, better employee performance – after all, the proof of the pudding is in the eating; and employee performance is directly proportionate to the training received.
With online learning, organizations can boast of rolling out fully-localized courses, in multiple languages, to their globally-dispersed workforce, simultaneously, and on time!
It all goes very well if one is privy to a reliable translation and localization partner, but things could go terribly wrong as well. Marketing and Sales – the two ambassadors of an organization – are cognizant of the slippery slope they traverse when introducing their products and/or services to a new locale.
Every year, the eLearning industry sees a rise in the number of organizations moving from traditional to online learning. The eLearning industry is without a doubt, growing and set to reach an approximate revenue of USD $31 billion, by the end of 2020. The benefits of an online training program far outweigh a traditional training program; but even we in the eLearning fraternity, would not recommend deploying online learning alone. The reason, in a nutshell, is this: Every learning environment – be it online or traditional, provides benefits that cannot be supplemented by another, but is also afflicted by limitations that can be overcome by another. We therefore recommend that organizations implement a blended learning format that makes use of multiple learning environments.
There are two ways to go about training a globally-dispersed workforce. The first way is to let respective regions take care of their own training (this leaves room for discrepancies and inconsistencies); the second way is to first create uniform, online training, and then make it accessible across the globe.