The 20 something workforce typically is heavily into some form of online activity or the other and needs no special orientation to online learning. At best, they demand an equally engaging and entertaining experience from it as they do from their various online activities such as gaming, blogging, surfing and the use of social media. Fair enough. But how do you tackle a target audience that may be slightly less tech-savvy or whose daily work does not involve working on computers and hence they feel hesitant about using them? It’s not just learners who may be averse to eLearning, it could be a lot of different groups of people within your organization who need to be oriented to this medium.
The need to arrange for orientation programs for various people involved in the eLearning initiative could be easily overlooked when planning an eLearning solution. The first step is to recognize that this is a legitimate need – for learners, for instructors who might be involved in live eLearning classes, for top leadership to see how powerful this medium is, for training departments to get a feel of the benefits of this mode and how they complement their regular face-to-face training sessions and maybe even for you as a learning practitioner to remember why you are doing this in the first place!
The next step is to begin to take small steps to address it so that by the time the eLearning is actually rolled out; a lot of resistance to this mode from various quarters is reduced. To begin with, you could plan to introduce eLearning in a classroom situation – except that learners do not start taking the course individually, but get acquainted with it through the instructor taking them through a highly interesting, engaging course projected on the screen, pausing and eliciting feedback at important points in the course or to get the audience to appreciate any powerful or unique way of presenting content. A couple of years back, I had the privilege of conducting an eLearning workshop for the Distance Education department of a leading Central Institute that wanted to take the eLearning route. I still remember how the slightly older faculty came alive after seeing a demo of an engaging course and what was possible with this medium. This made them more inclined to try switching to this medium (they were slightly skeptical and reluctant to go in for eLearning initially). Concrete ways in which the Institute supported their future transition into eLearning was to arrange for new systems and the use of highly interactive CDs with interesting topics of general interest. Similar tactics, I believe, would also work in organizations that had a workforce that didn’t use computers on an everyday basis such as shop floor employees in the manufacturing worldor supervisors in a pharmaceutical company etc.
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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%?
The mining industry plays a key role in the Australian economy. According to a report published by the Department of Education and Early Childhood Development, Government of Victoria, in 2013, mineral and energy commodities account for 60% of the nation’s total exports.
In this blog, I wish to share my experience on how I developed an interesting course though it had technical content.
This course on finance was a challenge for a non-financial person like me. Initially, it panicked me as I have no idea about finance. But, as an instructional designer, my approach towards this project was more on “educating not teaching”. For this, I did a lot of content comprehension to educate myself before I educate others. We will now see how I faced this challenge and accomplished my goal.
We still remember things that we have learned during our childhood. We remember many incidents that happened long ago. But, there are some instances where we don’t remember things. This,most probably, happens during education. Being a human being, it’s quite natural to forget things.
When you google the words ‘eLearning vendor’, you will come across many websites. Each website contains a lot of information, and sometimes, it may be misleading. Moreover, you might be busy or have no time to go through all the content to check the credibility of the vendor.
When most of us think about product training, we tend to think about the training programs provided for sales people to stay ahead of competitors. But, this type of training is given not only to sales people, but also to other audiences who need product training. Firstly, it should be provided to technicians to equip them with knowledge of every part of a product and its working. This helps them provide better service and ensure customer satisfaction. Another important audience who should be trained on your products is customers. A good training program provides the basic knowledge of your products, their usage and benefits, which goes a long way in building loyal customers.
Welcome to today’s blog post. Most of the articles, blogs and eLearning companies today portray an impression that the working domain of instructional designers is limited to eLearning. This is not true. The instructional design concept came into existence even before the invention of personal computers. E-learning or the educational technology uses the instructional design principles to enable superior understanding and enhanced learning experiences. Now that most of the training institutions have moved on to digital classrooms globally, I would like share some ideas on instructional designing for technology-enabled classroom training. These ideas will be applicable even in a traditional Instructor-led Training (ILT) program except that the supporting documents will be hard copies and not digital.