Adopting Technology Enabled Training
Training is an imperative part of any organization; therefore it is wise to find an efficient deployment method that caters to the needs of the learner and the company. A good training is defined by its ability to allow for effective content, flexible accessibility, learner support, standardized modules, and of course, affordability. Online learning excels in providing superior content with effective methods of deployment.
Adopting e-learning based training can seem like a daunting task, but there are certain steps you can follow to make it smooth. Learning managers should be aware of all the variables involved in adopting e-learning into their organizational structure, what to expect, what to prepare for, and what resources to be allocated, to ensure the smooth sailing of an online training program.
Step-by-step points in adopting technology enabled training into your organization:
- Evaluate the pros and cons of both models, e-learning and ILT
Compared to ILT, e-learning has many benefits that include standardization, personalization, accessibility, easily updated content, sensitivity to a learner’s needs, and reduced training time and costs, all of which eventually lead to a higher ROI for the organization. Comparing these benefits with those of ILT will give a clear understanding on which is the better suited model for your company.
- Recognize the strategic benefits of e-learning
Even if your employee turnover is minimal, implementing an e-learning program still has benefits. It frees your organization to hire as and when required instead of sticking to a fixed hiring schedule due to the availability of trainers. It eliminates the need to hire a trainer and pay their repeated fee’s or consume a manager’s time to train employees. Also, e-learning can seamlessly adapt to growing organizations with its cloud based platform that can be accessed by any employee from any location.
- Decide your key criteria
Before you begin searching for potential e-learning partners, learning managers need to identify exactly what they are looking for. There are many online training providers in the market, but each has their own specialization or skill, and in order to narrow it down, learning managers must be aware of what their needs are and what sort of provider can help them establish their own online training program.
Understand that e-learning can enable specific training courses or the entire training program. However, it is beneficial to adopt e-learning for the entire training program as it would include far greater benefits in the form of standardization, cloud support which extends accessibility, and an overall reduction in time and cost of training.
Clearly pinpoint the objectives of the training course to ensure its effectiveness. Knowing these objectives helps in keeping you informed about the training needs and goals, while also onboarding the e-learning provider about the same. Higher the amount clarity in the relationship, the more fruitful the relationship will be.
A spending budget should be pre-decided. This will help when it comes to deciding an e-learning partner or negotiating with potential partners. The budget should be estimated after some research to ensure that it matches market rates.
- Provide content support
E-learning providers specialize in content development; nevertheless, providing your inputs along with existing content can improve the whole process of developing course content suited to your organization. Have your content ready to share with your e-learning provider with any thoughts you may have on improving it and optimizing it for your employees. Your inputs will always be well received and you can collaborate closely with the e-learning provider to ensure that your objectives are being met along with the assurance that the content being developed will be highly effective.
- Conduct in-depth market research
After collating all the information you need regarding e-learning including your role in the partnership, it important to research e-learning providers and collect as much information about them. What you are looking for is comfort, trust, and a capable partner.
- Say, ‘I do!’
After you narrow down on a potential partner, extensively discuss your budget and their deliverables. Have a clear understanding of what you will bring to the table and what you are expecting from them, in terms of content as well as design and deployment. After all the formalities have been agreed upon, all that is left is for both parties to sign the contract and make your way towards a happy, long-term, and easy training experience! Remember, like any relationship, it needs a lot of sharing and communication to grow with time.