Written by Angela Ash
Jun 16, 2023 ·
4 min read
Image Credits: pexels
Continual learning is one of the most sought-after perks employees are looking forward to. While this fact isn’t novel, corporations have only recently begun to brainstorm practical eLearning ideas.
Digitalization might have a part in it. With businesses rushing to integrate employees and streamline procedures, specific training has become necessary. Add to that, hybrid work models that are gaining momentum, and the need to keep everyone on the same page to boost alignment increases exponentially.
Let’s take a look at some ideas in this regard, without being repetitive.
First of all, due to all the abovementioned processes taking place all at once, corporations have come to face a seemingly insurmountable challenge: knowledge sharing.
Typically, remote workers have a different approach to learning than office workers and letting everyone deal with the matter separately is a massive no-go.
That’s why setting up a knowledge management system is a preferable approach.
Unfortunately, traditional knowledge-sharing procedures are obsolete, mildly put. Research shows that only 20% of overall organizational knowledge is documented. This means that every employee needs to collect data separately even though training has occurred.
It’s a huge waste of time and resources.
Knowledge-sharing systems deploy new tech to keep data in one place and make it accessible to everyone.
Supplemental learning for corporate training has become a norm nowadays. This learning type portends using optional training resources to enhance an eLearning course.
Supplemental materials don’t necessarily have to be delivered virtually; they may include books and similar.
So far so good, but corporations need to keep in mind that not just any material will do. Format aside, supplemental materials should be well-structured and take difficulty level into account.
This means that not every learner has the same foreknowledge, so personalization is in order.
Similarly, businesses may opt for different material formats, depending on learners’ choices. Some people prefer to access materials online, while others are more traditional.
From a corporate viewpoint, the ultimate aim of eLearning should be to change employee behaviour in line with new information.
Video materials and vlogs are getting more popular by the minute. The reason is not so difficult to discern, either. Hectic lifestyles and multitasking have boosted the popularity of eBooks and video materials are following suit.
Effective video eLearning enables corporations to include topics that are hard to describe or can benefit from visualization. Just like listicles add value to written content, audio-visual elements can enhance the efficiency of video learning.
AR technology is slowly becoming standardized, judging by its present level. Its popularity is not surprising, given that it combines a computer-generated environment and the surroundings. AR apps interact with the users, meaning that every person will experience a different sensation.
AR is great for eLearning because it integrates with other technologies, enabling learners to connect on a higher level.
While there are many online courses available, it is always a good idea for businesses to create training videos.
This should be obvious to anyone. Different companies have different training needs. However, there’s another reason that often gets overlooked: businesses get to establish themselves as trendsetters and can also offer their specialized courses externally, boosting RoI in the process.
Identifying priorities is the first step when deciding course topics; fitting them into other businesses’ needs comes second.
Employee engagement is crucial for overall business success. It is surprising, mildly put, that corporations aren’t teaching about it on a larger scale.
Perhaps the trend will change in the future, but time waits for no one. If you want your business to stand out (and who doesn’t?), you should consider supplemental learning about engagement.
However, it is important to understand what engagement portends. For many businesses, the first thing that comes to mind is a high salary.
This is incorrect.
Motivation is something personal and can take various shapes. It draws from diverse experiences and goals and usually includes metaphysical patterns.
While there’s room for improvement in this regard, elements that should be included in all engagement training courses include:
Training Takes Less Time
eLearning takes less time and resources and is easier to organize than, say, traditional courses. It is especially beneficial for onboarding, as it will help new hires integrate faster.
However, the catch is to keep an eye on the quality of the materials. While information overload is to be avoided at all costs, materials shouldn’t compromise quality and topics.
Productivity Boost
When done right, eLearning has proven to increase employee productivity and job performance.
Still, companies shouldn’t forget that some employees simply aren’t used to online learning. If they need extra time to complete the training program, they may be discouraged.
Here, personalization is key.
Lastly, no matter how stellar the courses are, if businesses don’t measure the success rate, results will suffer.
We’ll at this moment mention the four most beneficial evaluation models: Kirkpatrick, Training for Impact, Success Case Method, and Kirkpatrick-Phillips.
The Kirkpatrick model focuses on the outcome based on reaction, learning, behaviour, and results.
The training for impact model links training materials to actual business needs, issues, opportunities, or any combination of the three.
It has 12 defined steps:
1. Identify Business Needs and Clients
2. Form a Collaborative Relationship
3. Conduct an Initial Project Meeting
4. Conduct a Performance Assessment
5. Conduct Cause Analysis
6. Tabulate and Interpret Data
7. Report Results to the Client
8. Design Evaluation System
9. Design a Tracking System
10. Conduct Training
11. Collect, Tabulate, and Interpret Data
12. Report to Client
The success case evaluates training outcomes in the context of organizational strategy. It can be implemented quickly and comprises the following steps:
1. Focusing and planning
2. Creating an impact model defining “success”
3. Designing and distributing a survey to search for the best and worst cases of program success
4. Interviewing the participants
5. Preparing a report of the findings
Also known as The Phillips Five-Level ROI Framework, the Kirkpatrick-Phillips model adds RoI to the Kirkpatrick model.
Simply put, it shows how knowledge can be monetized by transforming information into behavioural patterns.
Everything considered, eLearning is running strong in a corporate setting (and beyond). As things stand now, it is one of the most popular training methods.
However, trends do change, and judging by the developments so far, anything that makes training less time-consuming is welcome.
Presently, video materials and AR learning are all the rage, and what the future may bring we can only guess.
Corporations should adapt their training materials to reflect popular trends in learning.
Finally, efficient measuring protocols need to be established. The model to choose should be aligned with desired outcomes. In this regard, too, trends may change, but that’s what running a business is all about remaining relevant and competitive.
Keep an eye on learning trends and enjoy the ride!
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