In today’s corporate scenario, training is playing a vital role in building the efficiences of employees and contributing to the success of organizations. Globalization and the associated factors, such as spiraling costs, infrastructural arrangements, and the time and resources needed, are forcing training to shift from classrooms and move on to embrace modern training tools such as e-learning and mobile learning.
Many organizations across the world are currently using Learning management Systems (LMSs) and offering online performance support through online courses, webinars, and podcasts. The use of rapid authoring tools to convert existing training material into online courses is also gaining precedence as companies are discovering the benefits of e-learning – reduced complexities, decreased costs, and most importantly, the flexibility of e-learning that makes it suitable for all types of training.
In fact, e-learning is poised to play a greater role in training employees and thereby increase profits in the near future.
According to the 2014 Training Industry Report, these statistics show what small, mid-sized, and large companies intend to purchase before the close of this year (2015):
- 44% of companies intend to purchase online learning tools and systems.
- 41% of companies intend to purchase Learning Management Systems.
- 37% of companies intend to purchase authoring tools/systems.
- 29% of companies intend to purchase content development products and services.
- 27% of companies intend to purchase courseware design and presentation tools and software.
- 18% of companies intend to purchase audio and web conferencing products and systems.
A survey including US-based companies states that 28.5% of training hours were delivered online or through computer-based technologies (non-instructor-led), which is an increase of 2.6% compared to the previous year.
Why train your employees on Performance Management?
On a broad scale, Performance Management is a comprehensive, collaborative process by which managers and employees work together to plan, monitor, and review an employee’s work objectives and overall contribution to the organization.
Performance Management has a very unique distinction. It is followed by organizations across the globe. Each organization weaves its distinct, individual pattern. While the underlying message remains the same, every organization will have its own customized steps in Performance Management – right from goals setting to yearly reviews. Rating scales vary from organization to organization and the time periods set aside for employee–manager discussions, the number, and schedule of these meetings also vary. At times, new milestones may be added to make the program attuned to the latest developments.
Also, organizations are increasingly automating their processes. This holds good even in the realm of Performance Management. Employees should have to be equiped to use the online system as required by their roles and responsibilities. They should also have a clear idea of their responsibilites, the organizational hierarchy, and their own growth within the organization.
Thus, Performance Management will always be a prime focus of training. All employees – both new and old, at all levels of the organizational hierarchy need to have a clear idea and be well versed with the Performance Management program.
Why is e-learning an ideal tool for Performance Management training?
New employees will find an e-learning course a very valuable resource to get a clear orientation of the steps followed by the company, the time periods, tasks to focus on, and their journey within the organization. Timley refresher courses to existing employees will serve as a reminder and keep them on the track. Now, let’s see the effective instructional approaches to design effective compliance course.
The best strategies you can employee in e-learning are guided learning, scenario-based approach, and Explore-and-Learn.
In guided learning, an avatar can be used to take learners through the course. In an extension to this, a scenario-based approach with 2 characters can be used to depict a senior manager and a junior. The senior manager can take the junior through the various sections of the course, answer queries, pose questions to check the learners’ understanding, and perform other similar tasks.
You can use the Explore-and-Learn strategy, where learners can be given the flexibility of moving to any topic of their choice by clicking on certain related objects shown onscreen and learning about them. For example, in order to explain the key steps in the Performance Management process, you can choose a treasure hunt theme, using which the learner learns how to explore each learning object.
E-learning also offers simulation-based trainings, which provide employees the perfect way to gain familiarity with the software application and practice in a controlled, virtual environment. They can watch the steps through simulations and practice them without any fear of negative consequences. They will be prompted and guided at each step, and learning will be reinforced through timely feedback.
Deciding on the strategy will need a collective analysis of the timelines, budgets, technical constraints, the e-learning authoring tool being used, and the like.
Rolling out the course to employees spread across diverse geographical locations in their preferred languages will also be very easy, thanks to the translation capabilities offered by e-learning.
Not only Performance Management, but the comprehensive offerings of e-learning make it the most preferred choice to impart all kinds of trainigs in today’s global organizations. So harness the power of e-learning in your organization and enjoy its benefits!
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