Mentoring has tremendous value for organizations especially in succession planning where a senior manager grooms his mentee to take up his position when he needs to move on or take up higher responsibilities. With the available learning management solutions, mentoring takes up a new dimension in today’s world where organizations are spread across various geographical regions. Organizations are spread across different continents and communication primarily takes place through internet (be it through email, video conferencing or social media). Most employees are now comfortable using various online communication tools. Therefore, e-mentoring, also called cyber mentoring, tele-mentoring, or virtual mentoring, can be considered as a viable mode of knowledge transfer.
Employee benefits: Employees are benefited with an e-mentoring program as it is an excellent alternative to face-to-face mentoring, which may not always be possible due to logistical reasons. Mentees can get the benefit of in-depth, useful and mutually-beneficial interactions that can reflect on his productivity within the organization. Since the interaction takes places virtually, it is more flexible and can be easily rescheduled without causing major inconveniences.
Organizational benefits: Organizations can benefit from e-mentoring because it is very cost effective. Mentor and mentee need not be present in the same location. This gives organizations a larger pool of capable mentors, who can coach employees. If an employee has a problem, he can have a mentor to turn to for guidance. Easy access to the solution is bound to improve his performance. This in turn ultimately helps in improving the performance of the organization as a whole.
Technology for e-mentoring: There are a multitude of technologies that can be used for e-mentoring based on the existing set-up of the organizations. Learning Management Systems, Web 2.0 tools, Skype, web conferences or email are some of the methods that organizations can choose from, for their e-mentoring program.
E-mentoring can facilitate transfer of knowledge from an expert to a mentee, even if they are located at different locations. It provides a platform where the mentee and the mentor can login to a secure portal to communicate with each other, with respect to the job and related responsibilities. It is particularly relevant in instances where technology, practices or procedures are being replicated at another location and the manager needs constant guidance.
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Every Instructional designer needs to have good knowledge of standard instructional design models like ADDIE or Gagne’s nine events. These models facilitate the development of learner centric eLearning courses. But, it is not easy to remember all these concepts and apply them at the right instant of time to develop a successful eLearning course.
First impressions are usually the last impressions. This saying holds good for the description you give for your eLearning course. Typically, a course description is shown on the launch page of your eLearning course. The main aim of your course description is to provide your learners with an overview of the course; what it is all about, and what to expect from the eLearning course?
Welcome to today’s blog post. Every day, learning professionals try to find new ways to engage learners and make trainings more interesting to them. In this process, the current generation of learners stands as the most challenging target audiences. I’ve tried to understand the needs and tastes of these learners and had come out with an idea that can take our training programs a step closer to them. I had enquired quite a number of people about their likes and dislikes on current learning trends. Many of them expressed a common point that these courses lack personalization. I didn’t immediately understand what they meant. But, after going through some more details, here I am writing this post about how to add a personalization element to your course and make them believe that the course has been tailored specifically to suit their taste.
The multiple choice question (MCQ) is the most commonly used question type in eLearning. An instructional designer prefers MCQs over other question types as they can be scored rapidly and feedback can be given easily. It is an effective way to test a large number of learners, quickly and effectively.
Do you know on an average 3000 people get killed due to Fire accidents in the US every year? The NFPA estimates that 65,880 firefighter injuries have occurred in the line of duty in 2013, out of which 12,535 accidents took place at non-fire emergency incidents.
Here’s a scenario that is quite familiar to learners and designers alike; John, an employee in XYZ corporation, was asked to take an eLearning course as part of the company’s training requirements. John sat down enthusiastically in front of the computer and said to himself, “This must be fun.” He clicked the launch button of the course and started his training. Five minutes into the course, John went spiraling down into confusion with the amount of information that was being thrown on him and was frustrated and disappointed. John clicked the close button and went on to do his work.
Online learning is not the next big thing, it is the now big thing. – Donna J. Abernathy
The online training medium can be used very effectively to equip your people with the needed knowledge and skills. According to a report released by IBM, companies who utilize e-Learning tools and strategies have the potential to boost productivity by up to 50%. For every $1 that a company spends, it’s estimated that it can receive $30 worth of productivity.
Young employees are not ready for the demands of the workplace. As per a survey conducted by the British Chambers of Commerce, 90% of school leavers and over 50% of graduates are not ready with skills required for employment. (Source: BBC)
It is a common knowledge that well-designed assessments go a long way in engaging learners in the online learning environment. They are used to reinforce learning as well as evaluate the learner’s comprehension of a course.
As we know, the human brain has the capability to hold a limited amount of data at a time.
Experimental psychologist George Miller found that “The Magic Number 7, plus or minus 2? Describes the number of ideas, facts, or issues that an average individual can hold in his working memory is 7 + 2. This is called the Rule of 7″.