There are two ways to go about training a globally-dispersed workforce. The first way is to let respective regions take care of their own training (this leaves room for discrepancies and inconsistencies); the second way is to first create uniform, online training, and then make it accessible across the globe.
As a training manager, you would be able to appreciate the numerous problems that can be avoided by creating uniform, online training for your entire workforce. Translation and localization of this training can then target and make training relevant to each geography. This doesn’t mean that translation and localization of online training does not come with its own set of challenges. However, these challenges are not insurmountable and can be overcome by pre-empting, and understanding what measures must be taken to overcome them. Listed below are some of these challenges.
Reach Employees Across Locations, Simultaneously
Self-help is probably the best help in other areas of life, but certainly not when it comes to training a global workforce. This is especially true when courses must be rolled out on time, across multiple geographies, and cater to the training needs of a multicultural workforce. Most organizations do not have the necessary resources (time, money, people, and skills), to do the job properly.
Carry Out Research on Several Audiences
Providing training that is sensitive to each culture plays two critical roles in a business’ success. First, it makes training relevant to a specific region, and second, it makes employees realize that the company does ‘care’. The more geographies to train – the more research that must be conducted to gain cultural understanding of each geography. With resources spreading thin to cover all the necessary geographies, research is often incomplete and inadequate to create courses that are culturally-appropriate.
The eBook titled, Practical eLearning Translation Strategies for Global Training addresses these challenges and more, and provides specific strategies that make it possible for organizations to provide successful training to their global workforce.
Accurately Capture Concepts and the Essence of the Original
There are two components of a translated course that decide its competency. The first component is the appropriate translation and localization of the course; and the second is the subject matter expertise that is poured into the course. These two components must be dealt with concurrently. It’s important therefore that the people involved in this process are both translators as well as Subject Matter Experts (SMEs). Companies often possess human resources who are highly skilled in either translation and localization or subject matter expertise, but not both these fields.
These are serious challenges, and unless they are addressed, will prove costly to your organization. The good news is that these challenges can be overcome by translating eLearning courses.
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