Well-defined operational processes are the crux of a successful organization. But these processes can seem cumbersome, if the employees do not understand why they exist, and how to execute them.
Traditionally, employees were trained via instructor-led sessions, in which mentors used to explain the need for a new process, how to get adapted to the new process and how it can be used as on-the–job training. But due to globalization and quick turnaround times, companies are now quickly resorting to e-learning courses that just explain the steps.
No matter how colorful and interactive, an e-learning course will not serve the purpose if a well-thought-out strategy is missing. The strategy that we use should help learners to easily comprehend and internalize the process.
I would like to share my experience of designing a process training course in this blog. Our client, an electronic manufacturing company wanted us to create a course on the ‘Automation Workflow Process’ for its automation engineers. The process included three stages and was very complicated. The learners were to be trained on 16 different tools, various templates and checklists to document the deliverables in each stage. So we have come up with a few approaches. Let’s look at them one by one.
Video to address the ‘what’s in it for me’ component
As I already shared, adults need a reason to learn or explore something. So we included a video right at the beginning of the course that explains the different work challenges faced by the learners. The video then shares how these tools, templates and checklists simplify their job life and how it also helps the company. This strategy can keep learners motivated and help them pursue the course with interest.
Conversational-based scenario to hook the learners
As the process was complicated, we decided to make learning simple and interesting for the learner. After content analysis, we decided to use a conversational-based scenario strategy. We introduced two characters at the beginning of the course—a junior engineer who just joins the team and a senior engineer. The senior will introduce the stages and takes the junior through the whole process. All this takes place in a conversational tone.
Game-based assessment to increase learner attention
A game-based approach is ideal to reinforce learning. We can challenge the learner and give him an opportunity to think and decide on the right option. We created an assessment called ‘Automation challenge.’ After learning about each stage, learners have to attempt the quiz. If they answer all questions, they will climb the automation mountain and earn a badge. Learners can earn 4 badges for each stage. On course completion, if they earns 12 badges they will get a certificate.
Job aids for more information
Additional information about tools and templates were provided as job aids. Learners can click on the icon and go through the information if they would like to. These job aids were also designed to be in line with the course.
Process training with only flow diagrams and interactivities can be less stimulating and boring. Scenarios, gamification, and videos can make the course gripping and visually appealing, keeping the learners engaged throughout the course; overall providing a pleasant learning experience.
This was my experience; do share if you wish to add anything. We would love to hear your experience of working on the process training course.
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