With more organizations adopting e-learning to train their employees, they are looking at converting their classroom training into e-learning, and why not? Classroom training material provide them a repertoire of raw material for e-learning and the already available PPTs ensure that they do not have to start from scratch. So, is the conversion as easy as it sounds? Not really. There are intrinsic differences in terms of instruction methods, instructor-learner interaction and the interactivities.
Changing times demand changing strategies. In an era where business scenarios are cutthroat, new hires are expected to hit the ground running as soon as they are hired. This has put induction training in the spotlight. Organizations are focusing on employee onboarding to make the new hires productive as soon as possible.
Computer-Based Training or CBT, is in simple terms the use of computers to impart training. The ubiquity of computers and the need to train employees in quick time has led to the increased adoption of CBT in organizations world-wide.
E-learning is a specific type of CBT that is used for teaching or training employees. E-learning uses network technology to deliver CBT to employees spread across diverse locations.
With debates raging on whether machines will take over our jobs in the future, everyone is thinking about those jobs which can easily be done by machines and done well, making human effort and expertise obsolete. In the context of e-learning, translation of e-learning courses is a point of discussion.
There is no doubt that mobile learning has caught the imagination of e-learning developers worldwide. Organizations are receptive to the idea of providing anytime, anywhere learning to their employees. But wait, mobile learning does not mean dumping e-learning content into a mobile device.
Microlearning has become the new favorite in the e-learning world, thanks to the growing number of employees who belong to the millennial generation. To this generation, whose typical characteristics are short attention spans, busy lifestyles, and a tendency to access information on their mobile phones, microlearning is a perfect fit. Small, bite-sized modules which millennial learners can access anytime and anywhere is just what they need. However, how can you design microlearning so that it hits the target each time, every time?
There is no doubt that microlearning is the modern way to deliver corporate training. It enjoys a wide appeal among today’s generation of employees and more importantly, it offers a better return on investment (ROI) for organizations. Let us explore five ways microlearning gives better ROI for your organization’s training investment.
In my previous blog, I introduced you to instructional design and its role in the development of e-learning modules. This blog will tell you about the evolution of instructional design over the last century, till date. Instructional design has an interesting history; this blog covers significant phases of the evolution process. Read further to know more.
As an instructional designer, you must have come across clients who insist that you include visuals, narration, and sounds, apart from onscreen text in their courses. You very well know that this is not going to work. How do you convince them? It is difficult, unless your clients are instructional designers. Or else, you need to make a convincing case, backing it with research on the usage and effect of multimedia principles in course design.
Before you decide to adopt e-learning to train employees in your organization, there are many aspects you need to consider. The groundwork must be strong before you develop e-learning. This is because implementing e-learning is a costly proposition and you can ensure a better ROI from it, provided your organization and employees are able to make the best use of it.