Custom e-learning courses are developed after a thorough analysis of your organization’s business objectives and training needs. As custom courses are usually built from the ground up, every aspect of the course can be tweaked according to your specifications, making the course a valuable asset of your organization. But, this high level of customization comes with a development cost and time. So the question that might be bothering you would be, is it worth the cost?
Today, most organizations are adopting online learning technologies to train their workforce. According to the eLearning Market Trends and Forecast 2017-2021 report by Docebo, the size of the eLearning market was estimated to be over USD 165 Billion in 2015 and is likely to grow by 5% between 2016 and 2023, exceeding USD 240 Billion.
Safety and well-being of people are critical components in the healthcare industry. Technologies related to patient care frequently innovate for the continuous betterment of everyone involved. Since the healthcare industry is an ever-evolving field, it requires high quality training to maintain a good standard of skills. Being highly proficient at healthcare jobs is extremely important as one mistake can severely affect the health of people. Hence, the development of an effective training program is key to healthcare employee retention and competency, along with balance of work and personal life.
Organizations can decide to move their training from the classroom to online learning for a variety of reasons – limited physical space, increase in training needs, a dispersed workforce, cost and time restrictions, and a lack of competent training instructors – to name just a few. No matter what the reason behind making the shift, there is one question that plagues training managers: What becomes of our classroom training material? We understand that a lot of time and effort goes into creating instructor-led training (ILT) material, so we do empathize with their concerns, and then we tell them that we have good news for them – that their classroom training material can be used online.
The best way to engage learners in online learning is by developing an effective eLearning course. Many aspects are to be considered while developing courses. For one, your stakeholders should be happy with the course as defects reflect poorly on the team and the organization on the whole. You can avoid embarrassment with well-demonstrated quality assurance. The general definition of quality is “meeting customer requirements”. What is that and how can that be achieved in e-learning?
Motivating employees to take online training is a consistent challenge for training managers. I am sure you also have faced this issue. Engagement comes before motivation. Developing engaging online courses will change your employees from mere spectators to active participants. Well then, how do we get their attention and trigger the KEY of motivation? Apply game mechanics to your online learning!
Companies often try to fill vacant posts with people “inside” the organization, and their training managers are asked to impart training to staff members, in order to enable the employees to assume new responsibilities.
How can organizations provide effective training to support career progression? What does it take to ensure employees have the knowledge and skills to perform well in their new assignments? You need to follow a five step process.
When you want to teach negotiation and communication skills to your sales team, you can either opt for a physical training session or an online training course, but even after the training session, doubts will persist on how far your salespeople will use these skills in their job and how well they can retain and apply the skills. Thinking of a more effective way? Why not use game-based learning to teach these skills? This case study describes how a company used game-based learning for sales training and got effective results to boot.
A lack of motivation and engagement in the learning process, leads to unsuccessful training. The type of engagement and motivation required varies – what works in one situation might not be appropriate in another; but when got right, they have a powerful impact on learning, and its application.
You just attended an interesting classroom training program at office. The instructor did a great job of conveying the concepts and you thought you had mastered it all. But 3 days post the training, you struggle to recollect what you’ve learned. How you wish you could replay an important concept taught by the instructor. Thankfully, technology-enabled training programs have made this possible.