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4 Problems of Training Managers that can be Solved with E-learning

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4 Problems of Training Managers that can be Solved with E-learning

Training managers work with a lot of constraints and their biggest challenge is training their employees at the speed of changing needs. If you are a training manager, you might agree with what I am about to share irrespective of whether you are working with a large organization or independently.

In this blog, I would like to share a few problems that training manager’s face and how e-learning will help them to overcome these problems.

1. Reaching larger groups or audiences

During classroom training sessions, only a limited number of participants can be trained by training managers. To attend these sessions, employees are obliged to travel from one place to another if they are spread over a wide geographical area. As we all know, it is not always possible to coordinate multiple schedules and seek permission from multiple managers to allow their employees participate in the courses, and therefore, the reach of the training session is invariably limited.

However, with e-learning, online courses can be created to ensure that while some get to attend the classroom sessions, those who cannot attend these sessions due to various reasons also have equal opportunities to gain knowledge. E-learning courses can be accessed anywhere, anytime. They are convenient means to train larger groups and audiences. It saves a lot of time, money, and also provides quality training that is reliable and in turn, this could result in appreciable productivity.

2. Limited training budgets

As we all know, if one has to travel from one place to another for conducting training sessions, it involves costs related to travel, hotel accommodation, and other logistical expenses. It is important to work within the limitations of the training budget. This limits the number of participants, location choices, and so on. The main point to be noted here is that these expenses are not asset building expenses. Once dispensed, they cannot be redeemed in any way.

In the case of e-learning, courses can be used by today’s participants and also by the future participants if training managers have limited training budgets, they can invest in course development, as it leads to asset building. Participants now and in the future can access courses anytime, anywhere. Today many authoring tools are available; it’s easy to make minor changes to the course content to suit the current needs.

Here are a few ways you can reduce training costs with e-learning.

  • Create once and build an asset that can be used over and over again
  • Create once and re-purpose content to suit participants with varying knowledge levels
  • Reduce duplication of efforts across multiple units of the organization

3. Unable to measure the training feedback and learning outcomes precisely

When training managers conduct face-to-face sessions, they only have a few options to measure learning outcomes and feedback on training. This looks quite simple when there are only 2-3 participants taking the training; however, imagine the effort you have to put in to accurately measure the training feedback and learning outcomes to track all this information pertaining to hundreds of participants.

However, with e-learning, learning can be evaluated at every stage of participation. Assessments and tests can be conducted at every stage to ensure that the learning progresses according to the intended plan. It becomes easy to provide support and help through online methods to participants who have difficulties in either accessing or understanding a section of the course. We can also add online feedback forms to ensure participants give their response to the quality of training program, and since questions pertain to an online program, responses are likely to be less biased and more objective.

4. Updating training content

Another problem faced by training managers is to update the training content to suit the current needs. Training managers need to repeat the same talk over and over again in classroom trainings. Participants too need to attend these sessions along with the responsibility of working on their targets and need to meet timelines. By this a lot of effort and time are wasted both for the training managers and the participants.

E-learning courses can be updated easily and quickly. In many organizations, if the training content needs to be updated, it has to be reprinted. This is very expensive and involves a lot of effort. With e-learning, this problem can be eliminated because content can be updated and published again in quick time. The updated course can then be uploaded onto the LMS. Training mangers can inform their employees about this through an e-mail.

Thus, to conclude, it is a good idea for training managers to blend e-learning into their training initiatives and enhance participation of learners and improve their job performance. This ensures that their training reaches more participants and they have an opportunity to reinforce and re-visit knowledge whenever they need.

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