Online courses are the future of corporate training. Several organizations view eLearning as an integral part of their training strategies. According to a survey conducted by the E-Learning magazine in 2012, 50% of training hours are being deployed through eLearning, blended, online or virtual medium. Let us see what makes digital courses the choice of the training manager of the 21st century.
Better value for the training dollar
E-learning courses help companies to reduce their training expenditures substantially. Unlike Instructor Led Training (ILT) sessions, online courses do not require the repeated presence of the trainer. This results in considerable reduction in the costs. Digital courses enable people to learn at the place of their choice and this saves precious training dollars from being spent on travel and boarding. You can provide training to your staff worldwide with minimum infrastructure using eLearning courses. Most importantly, with eLearning, you don’t have to take your staff out of work for training.
Time is the key and online courses save time
Timely training to your employees on latest developments in your industry is critical to the success of your organization. You can now rollout an effective 30-minute course in 4 to 5 weeks, to impart training to your sales folks worldwide on your new product, thanks to rapid authoring tools These tools help reduce eLearning course development times by at least 40%. You can also update your courses in very less time to meet your evolving learning needs such as making your industrial safety course meet the new training requirements of OSHA (Occupational Safety and Health Administration). For more information on rapid authoring tools check out Best Authoring tools for Rapid eLearning Development.
Unparalleled flexibility for learners
You need to see that your staff members are equipped with the latest knowledge and skills. But how can a person who travels 25 days a month or an employee who spends 10 hours at work attend classroom training sessions? These people need a flexible learning format and eLearning is all about flexibility – it allows them to learn anytime, anywhere. A travelling executive can access the courses on his laptop or on his mobile device and a senior manager starved for time can learn at his home at the time of his choice.
Consistent and high quality of instruction
The eLearning format is not instructor dependent and this makes it possible to ensure consistency in the quality of training programs. Furthermore, instruction of a very high quality can be delivered through digital courses. The combination of the right use of multimedia and sound instructional design can do wonders and create learner delight. Learners have complete control over online courses and this goes a long way in personalizing the training.
It is estimated that each ream of paper used contributes to 0.002 tons of carbon-dioxide. As the transition to a low-carbon economy gathers pace, the demand for a ‘clean’ format of learning is steadily growing and eLearning is the right solution. It helps companies to minimize their carbon footprint as little paper is needed to impart training using this format. As the perils of global warming increase, the dependence on paper needs to be reduced. After all, we have only one earth. Isn’t it?
E-learning helps provide training that is cost effective and highly flexible. Online courses can be developed fast and cause little damage to the environment. Instruction of very high quality can be imparted through digital courses. These benefits of eLearning make it THE learning format of the 21st century. What do you think?
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E-learning is a cost-effective and an easy way to train employees, when compared to the traditional methods of teaching. So, most of the organizationsare using eLearning to fulfill their training needs. The healthcare industry makes extensive use of the online training medium.
Training managers put a lot of effort while rolling out an eLearning project, as it involves many complex tasks.
As an eLearning professional, I often work with many training managers and admire their managerial skills. It involves a lot of work like training needs analysis, collecting content, dealing with Subject-matter Experts (SMEs) and developing the course for the stakeholders and learners.
Every organization needs to use their resources well to meet business goals and enhance productivity. As we know, the pharmaceutical sector is highly regulated and non-compliance to applicable laws and regulatory norms could be costly. So, you have to train your employees about rules, regulations, standards and recommended guidelines to avoid mistakes.
In my last blog, we have seen how E-learning, webinars and Mobile apps can be used to impart product training. In this blog, we will look at some more methods.
E-learning is the continuous process of learning through electronic media. Instructional design is a systematic process of learning, and this learning facilitates achievement of the intended goals. Many think that instructional design is all about using technology, but this is not the case.
“A major challenge we face today, therefore, is to create a desire in people to learn; and to foster and facilitate this desire throughout their lives.”
- Bryn Holmes(Author, eLearning Concepts and Practice, 2006)
One of the most important factors for organizations to succeed in today’s competitive landscape is the speedy launch of new products. The time-to-market of new products is critical to survive and succeed. Furthermore, the life cycles of most products are getting shorter due to rapid advances in technology.
On the other hand, if your sales employees are not rightly trained on your products, they will not deliver the right message to your potential prospects making it a competitor’s gain.
We all have a child in ourselves, energetic, fun loving and having zeal to explore and win games. In this state, we learn the best because our emotional state is very positive and retention of learning will be at the peak.
How do we bring out the kid in ourselves, while learning a new skill or acquiring knowledge?
Introducing new processes and software applications can be quite a daunting task. Employees are not receptive to change and teaching all the details and minute steps can be time consuming. Conducting classroom sessions might not be a very beneficial solution. Learners will need to set aside time from their busy schedules, and often, this might not be feasible. The limited number of facilitators will also slow down the learning process. Facilitators will also need to travel extensively to teach learners spread all across the globe. All these arrangements take up considerable efforts, time and financial resources.
I would like to pick your brains with a quick question on compliance assessment.
In your experience with assessing compliance topics, is it OK to let learners keep repeating a quiz until they achieve 100%?