Have you heard of the phrase “Telling isn’t training”? Well, if you use PowerPoint presentations for your training, you are doing just that – telling, but aren’t training your learners.
Jack is an e-learning developer who works for a reputed technology-enabled learning solutions provider. He has been using PowerPoint to create online courses since 2010. This Thanksgiving, Jack decided to convey his admiration and gratitude to the software application. Let’s see what he says.
How can you harness the power of e-learning? What does it take to create good e-learning courses that meet your training needs effectively? Well, you need to follow a process to develop high quality online courses.
A well-defined e-learning development process comprises four phases viz. Content analysis, developing a storyboard, developing a prototype, and course submission.
Videos have become the preferred choice and the hottest training trend of the corporate world. According to a report released by Forbes, 75% of executives watch work-related videos on business-related websites at least once a week. The report also states that 52% watch work-related videos on YouTube at least weekly. Another survey conducted by E-learning Industry in 2015 reveals that by 2016, 83% of organizations are likely to use videos as part of their digital learning initiatives.
How can you engage your people actively in the learning process? What does it take to see that your staff connects well with the learning content? Well, you need to use problem-based learning elements — scenarios and case studies. Studies conducted by researchers at Stanford University reveal that includingthese elements have produced dramatic improvements in training efficiencies. Researchers at San Francisco State University have found out that they go a long way in improving retention and learner engagement levels. Scenarios and case studies are very useful to deliver compliance and product sales training of high efficacy.
The demand for eLearning is increasing with each passing day because online courses help enhance the productivity of the workforce. That’s the reason why many organizations are now willing to use online courses to train their employees. Organizations now spend billions of dollars every year on employee training. According to Global Industry Analysts Inc. (GIA), corporate training is a $200 billion industry and the share of eLearning is $56.2 billion.
Gone are the days when games were just for entertainment. With the advent of using gamification in online courses, games are now a medium through which the experience of e-learning can be enriched. Gamification provides a game like environment which helps the users of e-learning courses learn in a fun way.
The demand for eLearning is increasing day by day. Many organizations are willing to implement eLearning, and some are already using online courses. In some countries like UK, Spain and Benelux nearly 40% of companies train more than 50% of their employees via e-learning. 75% of companies use e-learning to deliver training on core professional skills. (Source: 1st European E-learning Barometer by Cross Knowledge).
In an earlier blog titled E-learning to Cater to Varying Digital Literacy Levels of Employees – Why?, I talked about why employees need to be divided based on their digital literacy and assign online courses accordingly. I had borrowed the suggestion from Ray Wang, founder and chairman of Constellation Research. In this blog, I will attempt to explore various eLearning design options that best cater to the needs of employees with varying digital literacy levels.E-learning courses involve engagement with the course interface, but the degree of engagement varies based on the way the course is designed. For a digitally savvy employees, complex interactivities and game elements may be incorporated. However, for digital novices, minimal interactivities and easy navigation elements are required.