I read a discussion in LinkedIn ASTD group, where the learning and training professionals shared their wish list for a successful training department. I have categorized it under various headings Hope you find it interesting reading.
- One of the most important things required is a commitment from the top table that the training of staff improves the bottom line and is a necessary commodity in the growth of any organization.
- Complete customer stakeholder/leadership support.
- Accountability and reform begin at the top. Culture thrives in this environment.
- Top management unstinted belief and support to development initiatives.
- Clearly defined vision, mission, values and principles that the board of directors and all the executive leadership team members are aligned in lock step with commitment to instilling, embracing and supporting throughout the enterprise.
- Alignment of the HRD area with the organizations strategy.
- Elimination of the mindset training and of a “Training Department.” Put in place a performance-based approach where training is a part of the paradigm, but not the driver.
- We don’t NEED anything financial. What we need is a shift in mentality – from the organization, leadership, departments, learners, and even ourselves.
- A fully dedicated training and idea generating facility equipped with all the latest gadgets and toys to help the organization grow.
- Talent! I would ask for talent. The training part is easy with top talent.
- Free iPads with our IT and /or HR courses so you can have the toys, have access to working offline or where Wi-Fi is not available.
- Get out of the classroom! Experiential learning is worth the investment
- What is needed are qualified people who want to help others learn. I found that most training, whether e-learning/CBT/WBT/ILT or other forms, were successful when designed by those that are passionate about teaching.
- Talent and Content Quality.
- Student response systems and classroom management software!
- Having money/talent available that would allow evaluation of the success [and yes, failure] of training interventions over time.
So, what according to you as a learning and training professional is the important factor that organizations should incorporate to make the training programs a success.
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In my previous blogs, I have discussed about the importance of instructional design strategy and visual design strategy, the two main elements of e-learning in terms of design approach. In this blog, I will discuss about the significance of audio and audio strategy.
Every organization has to follow a set of laws which govern their sector in the country they operate. So, it needs to ensure that the employees are effectively trained on these rules to avoid compliance issues. Traditionally, this was done through face-to-face training in an engaging manner. But, with organizations expanding globally and the need for constant training, companies started using e-learning to quickly reach their global employees.
E-Learning is gradually replacing the classroom training format, worldwide. 41.7 % of fortune 500 companies are using e-learning tools for online training (E-learning Magazine 2013).
Online courses need to be engaging and interactive because they are self-paced i.e. an instructor is not present to deliver the courses.
Content comprehension is an important step in the e-learning development process. It broadly includes identification of relevant content and its separation from irrelevant content and arranging it in a proper manner. It enables instructional designers (IDs) to ensure that topics ‘flow’ in a logical sequence. It also helps IDs to find gaps in the content. If performed effectively, it will help you understand the subject-matter of the course better, and you will be able to present the content in an easily understandable manner.
IPad – a device that has revolutionized the corporate world. According to the Mac Observer, 94% of Fortune 500 companies are either testing or using this device from Apple. The widespread usage of iPads has resulted in the opening of new vistas in online training. No longer were learners required to carry “heavy” laptops or remain confined to their desks. People could conveniently go through online courses on these devices. Indeed, these devices have truly made learning anytime, anywhere.
When it comes to training, most organizations have a need for product training. Be it manufacturing, pharmaceutical, electronics or finance, product training needs to be imparted by companies in all industries. So, how does one cater to a single form of training for such different segments? In this post, we will look at a few effective e-learning design strategies that are best suited for product training across various industries.
Curriculum-based courses are very much in demand today. Organizations prefer curriculum-based courses to stand-alone courses. Curriculum courses cater to a long running training program that usually runs for a period of two to three months. It is a course that has several modules which instruct on a particular subject in-depth. From the learner’s perspective, these modules would be easy to grasp and understand. They can be bite-sized modules that are easily accessible by the learners, anywhere, anytime, as per their convenience. Since all the modules of a curriculum are inter-related to each other, it is a tough task to develop such modules effectively.
Ask Compliance managers what they expect from a good online compliance course, and all of them will say, “It should make our employees adhere to rules and policies.”
Most of the companies provide compliance training through e-learning, and often, these courses have high dropout rates. Poor instructional strategies are one of the main reasons for this problem.
Before we begin, let us look at the big question — What does “Just-in-Time (JIT) Learning” mean?
Just-in-time (JIT) learning systems deliver training to employees when and where they need it.
Mobile devices are excellent tools to provide just-in-time information or learning. Learners can access relevant information whenever they need it and can use this information as a reference when in doubt and for making the right decisions.
Being an instructional designer, I can understand how it feels when your project does not meet the client expectations at the final stage. This leads to complete rework of your project, which in turn causes substantial wastage of your time and effort. All this rework and failure to meet stipulated project schedules are the results of the lack of proper communication with your client.