In Part 1 of this blog, we discussed the initial steps of e-learning implementation in large organizations such as managing employee resistance to this new mode of training, choosing appropriate topics for training, and sourcing content. Further steps for successful e-learning implementation will be discussed in this blog.
For a business organization to succeed, it is important to focus on the training and development of its employees. Before the advent of web-based training or e-learning, training employees involved devising a training plan, hiring trainers, and getting employees together at one place. Organizations today are eager to embrace e-learning, considering the advantages it offers, to deliver training to their employees.
Do you wish to implement e-learning in your organization, but not sure of where to begin? Would you like to harness the full potential of the online learning format, to impart the winning training to your staff? Are you looking for practical tips to get the best ROI on your web-based learning initiative? In case you are, the event Training Challenges and E-learning Solutions Summit 2017 is the ideal platform for you.
As we all know, transitioning from the old to the new – in any aspect, is hard. This is due to our comfort and familiarity with the old way of things, misconceptions or fears about the new thing, and our inherent resistance to change. Implementing e-learning in your organization may also evoke a similar response.
As an organization, you might be looking to increase your sales, improve efficiencies, and stay compliant. You might have opted for e-learning, with all its advantages, as the prefect training solution, based on your requirements. However, even after the decision to implement e-learning, you might face some barriers that will prevent its successful adoption or leveraging its benefits.
Implementing change is an organization is not an easy task. It requires careful planning and meticulous execution to succeed. But if you take the right steps and have a proper plan, things become easy. E-learning is no exception. Here is our compilation of 14 best practices to ease your e-learning implementation efforts, gleaned from years of experience in the e-learning field.
When e-learning was first introduced in the mid ‘90s, only 4% of organizations in the United States adopted it. But now, within a span of 2 decades, 77% of companies in the country offer e-learning in their professional development programs. If you aren’t one of them, the figures suggest that sooner or later, you will decide to implement e-learning in your organization too. When you dive into the implementation process, you’ll stumble upon the term ‘SCORM’ and wonder what it is and if it really matters.
As a training manager, you are ready and excited to introduce e-learning in your organization. . But are you ready to present a favorable case to convince your top management? Do you think they will agree? What about employees? Remember, an organization getting into e-learning for the first time will need to take measured steps to ensure the initiative is successful. In view of this, the e-learning implementation strategy assumes importance.
If you are convinced that implementing e-learning can offer significant benefits to your organization, you must also know how to present a convincing business case to the top management. You need to get their buy-in for the adoption and implementation of e-learning.
Often organizations are obsessed with numbers and sales output and tend to forget the basic elements of developing a strong organizational culture. But these elements lay the foundation for a strong organizational culture that will eventually result in better sales output.