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.
Developing an eLearning course is an extensive process. It requires a great amount of technical knowledge, combined with subject matter expertise. E-learning developers are required to use a plethora of authoring tools and work with Learning Management Systems to fulfill the requirements of clients. Needless to say, eLearning development requires considerable skill and experience. Thus, not everyone can undertake it, but rest assured everyone will charge a fortune for it.
The classroom is still the king of corporate training. Despite the best efforts going into training and development, training personnel continue to deal with employees who like to play truant, when it comes to attending classroom training programs. The reasons for not attending classroom training programs may be endless, right from too much work, to boring topics. It is easy for training managers to assume that employees simply do not care. But the question is, why do they not care?
With the propensity of today’s learners to Google anything they require an answer for, can online training be far behind? It is not. Just-in-time (JIT) training works on the same premise. Employees who are used to searching the Internet for an instant answer to their question or problems, expect the same thing from their training. They look for on-the-spot online resources, to tackle tough tasks or access learning that will refresh their memory at their ‘moment of need.’
It is well-known that outsourcing eLearning can benefit an organization by reducing costs and development efforts. However, many organizations are still skeptical about it. It might be because of the horror stories shared by their peers who have had bad experiences with eLearning vendors. The fear of failure and uncertainty might pull them back. The fear is understandable, as the money and effort that goes into development is at stake. So, how do you ensure you pick the right e-learning vendor who can help you get good returns on your online training investment?
What does it take to create a perfect blended learning solution? To create a blended learning solution, we need to know:
- What we want employees to do
- How can we help them to it
- What are the best instructional methods
Conventionally, eLearning courses are either custom-made or catalogue. Custom courses are made for a specific organization, considering their training needs and learners. On the other hand, catalog courses are generic and serve all organizations.
In today’s fast-paced corporate world, on-demand training is the need of the hour. How do you deal with learners who do not like to be bound by time and place restrictions? Asynchronous learning programs provide the answer by bringing down barriers in training employees spread across diverse geographical locations.
Periodically measuring the ROI on your training programs is very crucial, to ensure that the efforts you put in training your learners do not go in vain. Feedback could range from frequent pre-assessments, post-assessments, and assessment, to feedback from managers. It is essential because an untrained employee can take up to 6 times longer to perform a task, than a trained employee.
Engagement is crucial for the success of online training. How do you ensure employees are engaged in the training and embrace it? Well, interactive eLearning courses are the best bet, to motivate your learners to finish their self-paced training and boost organizational learning.