Want to take a decision of whether to develop the custom courseware in-house or outsource it to eLearning companies. Well, to be able to take an informed decision, you need to be aware of what goes into a typical course development process and what are its various components, so that you can see if you have in-house capability for each component. In a typical end-to end eLearning solution development process, there is the analysis phase, followed by the design and development phases, followed by the implementation and evaluation phases.
Based on the various factors for evaluating the build Vs buy decision that we looked in the earlier post here is a simplified, consolidated list of the main criteria influencing the buy or outsource decision.
The make-or-buy decision, as defined in the Encyclopedia of Management, is the act of making a strategic choice between producing an item internally (in-house) or buying it externally (from an outside supplier). The buy side of the decision is also referred to as outsourcing.
In the previous post “understanding the various content types delivered via eLearning” we looked at the five basic content types. Now let’s look at eLearning strategies for each of them.
Most rapid authoring tools have a mixed range of functionality when it comes to creating interactive and appealing training content. Let’s look at the pros and cons of some authoring tools that eLearning industries are using extensively for converting ILT materials to eLearning courses.
Organizations are increasingly using eLearning solutions to meet their company’s critical training objectives. Sometimes, the task of building these solutions can seem daunting, especially for organizations that have no experience in this field. On the other hand, even if organizations do have in-house capability, other considerations such as lack of time, the need for faster rollout etc., can lead to them taking a decision to outsource the requirement to vendors.
The Question of the month at Learning Circuits is “How do we need to change in what we do in order to address learning/performance needs that are on-demand?”
Learning has always been on-demand. Except that the turnaround time for developing a learning solution is shrinking by the second. In the on-demand scenario, in the time it takes for us as learning practitioners to plan and design our learning solutions, learners have already charted their own learning paths by explorations through company intranets, tapping communities of practice, online searches, going through the company’s Wiki or engaging with SMEs. So how do we meet learner’s needs for on-demand learning more swiftly and provide opportunities for immediate access and self-directed learning?
An employee handbook or employee manual is a booklet that contains information on an organization’s policies and procedures. It is an excellent resource that presents all the information which employees need to know about their work and workplace. Thus, it facilitates the smooth functioning of a workplace.
When you think of e-learning, what comes to mind? I think everyone now uses e-learning in some form and most of us do so without realizing it. In the simplest possible terms, just hooking onto the Internet and reading how to use a piece of software you recently purchased is e-learning because you’re using an electronic means to learn something. Get it? Now, that’s not exactly what I’m talking about, but maybe you’re getting the idea of just how much you may be using e-learning unwittingly.
In a traditional e-learning setting, learners learn the content in a secluded, self-paced environment. Here, learners have little chance of meeting their fellow learners to share their learning experiences. On the other hand, collaborative learning encourages active learning where each learner has an opportunity to take an active part in learning activities.