Companies are looking for eLearning as it is quicker to deploy and cost effective compared to classroom training. Research has shown that switching from class room to eLearning, reduced training cost to half of the existing investment. With globalization, organizations require to impart training to their employees located in different parts of the world.
Translating an eLearning course is a complex process which needs to be monitored at every step. It typically involves six steps irrespective of the number of languages into which the course is translated. The steps involved are mostly the same whether the course is developed in house or is outsourced.
Organizations are expanding globally to use business opportunities of different countries. Globalization makes you enjoy more revenue, but on the other hand there are challenges associated with it.
Companies are going global; there is a need to train their work force working in foreign markets. You need to translate the eLearning into their native language for better learning. However, eLearning translation needs prior planning. Here are a few strategies to ensure a better translation output.
How are organizations meeting the demands of training cross cultural workforce? As organizations expand to new territories and markets, they face new challenges in terms of integrating a geographically, culturally and linguistically dispersed workforce with the parent organization. They need to put systems and processes in place, to ensure that the organization is united in its vision and business goals despite having such a diverse workforce. Training becomes an integral part of such a process. In the given scenario, eLearning is increasingly being chosen as a viable and faster training medium. Some of the questions that dog the minds of stakeholders in the process are:
In a recent survey of organizations which have operations globally, it was found that 85% of the sample translated their E-learning courses into up to 10 different languages, with a majority of them having used up to 2 languages. Thus, multi-national organizations have not only adopted e-learning as an important method of training their global workforce, but also ensured they were being translated into the language of their target audience. To know more about the survey and result, please download the free ebook on “Cross-Cultural E-learning”.
On one hand, the world is witnessing an enormous surge in terms of ‘transnational’ investments, takeovers and mergers, with the world’s Fortune 500 pulling an average of 40% of their revenues from non-domestic markets.
E-learning provides options for organizations to train large number of employees within short span of time. Therefore, it is not surprising that e-learning is being used as one of the training methods by most multinational organizations these days. In fact, we have recently conducted a study of about 100 global organizations and 86 of them indicated that they use e-learning as one of their training strategies. A whooping third of them developed more than 10 e-learning courses last year as a part of their training initiatives.
Diversifying into new geographical locations can be an exciting phase in the growth of an organization, but it also brings with it, added responsibilities and challenges. One of them is training of the globally diversified workforce according to the organization’s requirements.
Recently, a client of ours requested us to translate an eLearning course originally developed in English, into French, German and Mandarin. The content was rich in graphics and visualization, and was developed with a lot of interactive features. Encouraged by the positive response that the course received, the client wanted their employees in other countries to benefit from the course as well-hence, the request for translation into multiple languages.