For organizations that want a quick eLearning solution, rapid eLearning simply stands out for the sheer amount of development time and training budgets it saves. However, deciding to opt for a rapid approach to convert your current training material into eLearning is one thing, and choosing a rapid eLearning partner, another.
E-learning vendors receive a wide variety of questions on a regular basis, the most persistent being, “How much does it cost to create rapid e-learning?” And the answer to this question usually is a frustratingly old stand-by, “It depends”. However, rapid e-learning development in the last few years has come a long way. There is enough history of rapid online learning development at this point that we have a pretty good idea of which factors decide the cost of rapid e-learning. Obviously, there are ‘n’ number of factors that come into play, but I will lay out the four big contributors that will directly affect how much your rapid e-learning solution will cost.
It is standard procedure today for every organization have an ethical code of conduct in play in the workplace. However, have you ever given much thought to the way in which the code of conduct is relayed to employees? Probably not. In most companies, the employee is either given a code of conduct manual on their first day at work (the manual often ends up at the bottom of a desk drawer never to be laid eyes upon again) or a PowerPoint presentation that promotes no interactivity or learner engagement. It doesn’t matter..how well-crafted your code of conduct policy is, or how full of information on essential legal standards and policies your PPT or manual is; if your employees don’t read it, this information is ineffective at best.
Implementing a new software application in a global organization is not an easy job. For one, there’s always the possibility of employees resisting its implementation. Another worrying thing is training (provided employees are convinced of the new tool’s utility) the global workforce on the newly-implemented software, without boring the living daylights out of them.
By now, you must have a pretty good idea of the vast benefits that rapid eLearning offers. The best thing about rapid eLearning is that, it is cost-effective! Organizations working on tight training budgets and having no time for full-scale, comprehensive eLearning development can jump in straight and make use of its awesome turnaround times and feature-rich rapid authoring tools.
The promises of rapid eLearning are certainly compelling: reduced costs, less development time, great control over updates and maintenance. All these benefits are definitely tempting. But, like any solution, rapid eLearning development has its own place. How do you know which projects are well-suited for rapid eLearning? How do you determine whether your content is right for a rapid eLearning treatment? Let’s try to reach a consensus by answering a few questions.
When organizations begin to look for rapid eLearning, one question that typically pops up is either ‘What is rapid eLearning?’ or ‘Is it something my company can benefit from?’ These questions, although they sound simple, are often hard to grapple with. My goal for this blog is to bring to the forefront the 3 absolute features that characterize rapid eLearning development. When is rapid e-learning the way ahead?
It is not a secret that most classroom-based training which involves technical subject matter – including training on new software applications, product training, compliance training – is missing the “engaging” factor. Not that classroom training itself is ineffective, but it has more to do with learners who are easily disengaged if there is no interactive content. This makes bringing learners to the classroom even more challenging.
The training landscape continues to change; old eLearning courses need to keep pace with new requirements. A lot of changes happen in your processes, new products are launched, and old products undergo changes. Your compliance team makes a lot of changes to the rules and regulations; all these changes need to be updated in your legacy courses, to make them contemporary for your contemporary audience.
With organizations having employees who work remotely, it’s not practical to deliver all of the training through in-person workshops. We have to recognize the fact that learning takes place outside brick-and-mortar classrooms, all the time. Employees are forever on the go, and mobile learning offers a more personal experience. You cannot expect your remote employees to turn up for a classroom training session. Your content has to be adapted to different situations, so that it can be used in context.