Creating engaging e-learning courses is an art. They must facilitate learning in an interactive and engaging manner, amidst distractions, in the absence of an instructor. Instructional designers are responsible for designing e-learning courses that hook learners.
Imagine this: You are the instructional designer for your organization and given the task of developing interactive and engaging courses for your millennial workforce. You include the traditional form of learning, such as long winding content, and a few basic interactivities in your courses. Would that suffice to keep the learners engaged in the course? Well, the answer is a loud and clear ‘NO’. As an instructional designer, it is a constant battle to create courses that will help retain the attention span of learners. But how do you actively and effectively engage learners in an online course? Keep these few factors in mind as pre-instructional activities – motivate learners, inform what they can expect from the course, and ensure they have the prerequisite fund of knowledge to take up the course.
Imagine this scenario – Kevin, an expert Instructional Designer (ID) at a prominent eLearning company, is bombarded with loads of eLearning projects and has tight deadlines to meet. He rushes through the projects and delivers them on time. Once the courses are rolled out, he gets a feedback that the courses did not evoke a sense of engagement among learners and thus failed to deliver the desired results. What could have led to this? Being an expert in his field, Kevin is quite adept with course development. What did the course lack that it failed to meet the requirements? There are could be many reasons. In this blog, I am going to share four possible reasons for the failure of the courses.
Creating and scripting good, practical courses that are useful to many, is an arduous process. It starts with analyzing the need and audience. Despite the best efforts, if the content that is developed is not as per the stakeholder’s requirement or the learners’ interest, it is a ruined attempt; it is the end result that is important, while creating effective courses. Instructional Design is a complex process which uses both divergent thinking (creating potentials) and convergent thinking (restricting or culling elements).
Are you finding it difficult to identify the right one from a myriad of eLearning companies? Is it confusing to decide which company can meet your training requirements? A good instructional design company turns your training needs into online learning courses, in a systematic manner. Do you require information on the criteria of a good eLearning company?
It is a well-known fact that visual design of high quality plays a key role in the creation of good online learning materials. Effective graphic design goes a long way in providing excellent learning experiences and helps comprehend the content of an e-learning course better. It reduces cognitive load on learners, by complementing textual content. Proper use of visual elements helps convey complex topics easily, provides a uniform, consistent look to the course, and reinforces the organization’s brand identity.
When it comes to classroom learning, passing on instruction is easy – you have an instructor or teacher to do it. A teacher presides over the entire learning session, explaining the presentation, clearing doubts, giving additional insights about the topic from their own experience, making sure that everyone pays attention, and much more. A digital learning program must do all of this without the presence of a physical teacher. This is where instructional design comes in.
If you want to improve the skills of your employees, it is essential that your business goals be aligned with your training objectives. Every organization motivates its employees to continuously achieve goals to increase their profitability. If your learners are not adding productivity to your company’s working system, then they are not helping you generate positive results. So, while training them, it goes without saying that their learning objectives should be in complete sync with the business goals. In case they are not, then the training turns into one big excursion to achieve nothing. This decreases the effectiveness of your training program and renders your training expenditure futile.
Garry is a recent college graduate and works as an instructional designer (ID) in a large manufacturing company. Recently, he designed an eLearning course for the firm’s service technicians. Garry expected the course to be highly successful. However, the course proved to be a dismal failure, and many members of the target audience complained that it is not learner-friendly. Garry is a worried man.
If an organization wants to succeed in its training initiatives and achieve its learning goals, it is important that knowledge transfer takes place. The aspects of knowledge transfer include organizing, creating, and distributing knowledge and ensuring it is available for future users.