Ted is a marketing manager of a SBU that is part of a global healthcare equipment manufacturing company. They manufacture a range of equipment used by hospitals worldwide and Ted takes care of the regional marketing initiatives. As a part of his job, he is required to develop and implement marketing plans for their products and aid in improving sales.
Recently, they have hired a new executive to be part of the product development team and he needs to be given an ‘orientation training’ on company policies, products and functions. Earlier, Beth used to take care of induction training programs for marketing personnel but she is on long maternity leave and wouldn’t be back until three months later. Ted obviously can’t wait that long to get the new hire up to speed with the happenings in his department. He has no choice but to take time off his busy schedule to train the new hire. But do you think the new hire would receive the comprehensive training that his other colleagues got from Beth, given the limited time that Ted can spare for training? Is there an alternative?
Beth is an experienced trainer but she can’t always afford to be present (as is the case now) to train each and every personnel in the department. Moreover, how viable will it be to conduct a classroom training for a single person? Beth instead can get an eLearning course created giving her valuable inputs on the content – given her years of experiences as a trainer. This way all new hires can be given a series of modules to be completed with an assessment at the end of the training program.You neither have to wait for a sizable numbers to accumulate to provide training nor postpone training due to unavailability of a trainer.Beth on the other hand can be freed from routine and repetitive training and focus on more complex and specialized trainings that need to be done in classrooms. To summarise, here are 5 ways how eLearning complements the efforts of a trainer:
- Ensure consistent and standardized training for learners by getting it developed once and accessed by learners multiple times irrespective of their locations.
- Lend their expertise on the subject matter to eLearning developers so that they can create compelling eLearning courses that can make up for their physical absence.
- Reduce the time spent on travelling to multiple locations and giving repetitive training programs.
- Focus on more complex and specialized training programs that need to be done in person.
- Rest assured that training is on-going and can be taken immediately when the need arises instead of waiting for sizable numbers.
Therefore, you see eLearning does not make trainers redundant. On the contrary it can beautifully complement the efforts of trainers and make training more productive. Don’t you agree? Do share your thoughts and experiences.
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