Life’s approach towards learning is altogether different. It brings forth tests, difficulties, struggles, and various experiences to teach us the most important lessons. Life won’t make you sit in the classroom or in a training session and provide learning material to equip you for a test. It’s always a reverse process. Scenario-Based Learning (SBL) follows the same principle, that’s why it looks more realistic in a sense and is the most effective. Some training managers assume that SBL is only applicable for certain situations and a few training programs, but it has its place in each corporate training program. Let’s look at ways to utilize this approach, for the benefit of your employees, to expand their knowledge base, skills, and decision-making abilities.
Engaging employees at the workplace through online learning is a constant challenge for training managers. Using animations instead of static graphics fills the gap and plays a vital role in getting the attention of learners. E-learning can be made effective with animations. Learners can understand complex concepts or subjects easily with the use of animations, providing an enriching learning experience. According to Educational Psychologist, Richard Lowe, animations in learning are used for affective and cognitive purposes. Here are some benefits of Animations:
Given the responsibility of eLearning budget, you start wondering how to spend the money on the right things, in order to make training a success. And with so many changes and options out there, a lot of questions pop up in your mind. What training should we start first? What learning technology should we choose? How much should we spend on different training functions, and so on? If you are in such a pinch, then this blog is for you.
As an instructor, is your focus only on finishing the classroom training session? As an instructional designer, are you engrossed in the presentation of your course? Where do learners fit in your training activities? If you don’t consider learners’ needs and challenges, your efforts may not bear much fruit and yield the expected results. In a learner-centric training approach, trainees/learners assume an active role in learning. They bring their own methods and strategies of learning into the training system. Learner-centric training is less formal and more customized to meet the learning needs of individuals. It also promotes problem-solving and kinesthetic learning.
It is important for organizations to keep their employees up-to-date with new products, policies, and procedures to remain competitive. E-learning is a learning format that gives learners control of how and when they choose to learn. It also helps organizations reach out to a geographically dispersed workforce and has the potential to meet the changing demands of businesses at lowered training costs.
Employee skills fade with time, and there may be various reasons for this degradation. More often, it is due to the lack of regular usage of skills and/or employees choosing alternate methods. Whatever the reasons, refresher training is vitally important for organizations. So, what are the aspects you should keep in mind when designing refresher training?
Virtual training is fast gaining foothold in corporate training, as it allows employees to enjoy the benefits of a live classroom session without the associated costs. Learners and instructors can be at different places, across the globe, yet interact with each other. Learners can also answer poll questions, raise doubts, and discuss with peers.
Many organizations are tapping into the training potential offered by online simulations. Simulations are highly specialized, interactive programs that allow workforce to learn and practice real world activities in a controlled, secure, and risk-free environment. They are an ideal choice where people have to follow procedures or learn to use a new software application to be effective in their jobs.
Organizations today are looking to start e-learning to enjoy the benefits it offers. However, before starting e-learning, organizations need to check several readiness factors of which content readiness is very crucial. They need to check whether they have enough material to support the development of online courses or need to start from scratch.
2 years ago, when Steve Klein walked into ABC Bank as a new hire, he was all set to give the bank his best. He looked forward to his role as management trainee with the prestigious bank and arrived bright and early, eager to start his new career. Sadly, the enthusiasm quickly faded away, only to be replaced by disillusionment. The reason – bad, unplanned induction training.