Can you train your employees into fully trained executives in a short span of time, without using eLearning? Sure you can.
Should you? That decision you should make, but if you are seeing these 4 signs in your organization, it is time for you to take eLearning seriously.
1. You are growing and you have hundreds of new hires
Organizations that are growing rapidly have a need to recruit and train employees quickly. Before they are trained on skills required to do their job, they should be first trained on the “New Employee Orientation” course. The basic things that need to be included are:
- Message from the CEO welcoming the new employee and introducing company culture
- Key businesses – products and services
- Organizational structure and hierarchy
- Organization culture and impact of employee performance
- Roles and responsibilities
- Career-enhancement opportunities
- HR Policies – Rules about leave, holidays and salary
- Compliances – Code of conduct, workplace ethics
If you are an organization that is adapting to the changing needs of customers, this course is highly likely to change very frequently and classroom training will also become very costly and cumbersome.
Developing an eLearning course using rapid development tools like Storyline, translating in multiple languages and updating content frequently can be a good solution to reach employees.
2. You are not able to evaluate training effectiveness
Are you a training manager for a huge organization and is your job to evaluate training for more than 10,000 employees? Does this huge responsibility scare you?
Meeting this challenge can become easy and on a click, if you can administer all training through a learning management system and develop eLearning that can track learners’ progress, scores and even certification.
Here are some of the reports you can track on the LMS.
- Activity Report: Tracks learner attendance both for classroom and eLearning.
- Course Overview Report: Gives information on the number of users per course.
- Grades Report: Tracks learners’ grades and scores
- Logs Report: Gives details of learners’ trainings, how many courses taken and how much time spent on a course.
- User-wise Course Completion Report – Gives the performance of course vis-a-vis the learners.
- Course Evaluation Report – Gives the feedback from users about the course
3. Your operations are widespread and you don’t have enough SMEs to train people in your workforce.
Imagine a scenario where the Subject Matter Expert of a new product is based in Switzerland and the Sales team is spread across the world, mainly, the United States, China and Australia. The product launch is on the same day throughout the world.
It looks very impossible to have the Product Manager (SME) move all over the globe and train sales people about the new product.
An eLearning course can help us get the best reach at a very economical cost. Some factors to consider while developing a product training course for sales people:
- Position of the new product in the existing product portfolio
- Top 3-4 benefits and how it will meet customer needs
- Unique Selling Proposition
- Additional services and products that can go with this product
4. There is a huge requirement for ongoing training for a process or product
You have a new software rollout in your organization and all employees are to be trained in a week’s time. As a training manager, what options do you have? If you don’t train your employees, there will be huge investments in software that will be wasted till they are fully trained.
You need to train on these three aspects:
- Why this software training?
- What is the process?
- What is your role and responsibility?
E-learning can be very effectively used to impart training on tools. You can use tools like Captivate or Storyline to capture screens and create simulations. Learners will have the ability to learn at their own pace in a safe environment.
If you see these 4 signs in your organization, it is time to think about eLearning seriously.
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