Transforming An Organization’s Classroom Training To Blended Learning
Transitioning completely from classroom training to pure eLearning is neither easy nor advisable for every organization. This transition requires careful analysis and planning to be smoothly executed, not to mention a well-calculated budget. Blended learning is an amalgam of the two most popular corporate training methodologies, offering the combined benefits of both. It is also relatively easier to transition from classroom training to blended learning, than transitioning from classroom training to pure eLearning or online training. If your organization is thinking of converting to eLearning, better check out blended learning first. Most likely your employees might find it better to their liking, and you gain better results. But how does one actually perform this leap? This article discusses exactly that and more.
1. Perform A Thorough Analysis
Before initiating any new development, it is always advisable to perform a thorough analysis. A clear goal needs to be set. Why exactly is this transition needed? How will blended learning help impart learning better to the organization’s employees? In addition to answering these questions, certain things need to be charted out in advance. These include:
- The limitations of your current classroom training program
- The benefits of blended learning with respect to your organization’s structure
- The cost of such a transition
- The learning needs of the organization’s employees (a need analysis)
Once a thorough analysis has been done, a case can be presented to the decision-makers of the organization.
2. Prime The Content To Be Converted To eLearning
The next step is perhaps the most important for all, and one where many organizations make mistakes. The content presented in classroom training serves just one purpose, to be presented in a classroom scenario! It cannot and will not work if it is just copied and pasted as it is into an eLearning module. There’s a lot that needs to be done before your classroom training content is eLearning-ready. Let’s have a look:
- Content Curation
You’ll have to select and organize content that you deem worthy of being added to eLearning modules, keeping in mind the needs of your employees. Divide the selected content into units, topics, and subtopics, all in a logical and methodical manner. - Make Sure It’s Complete
Remember that there will be no instructor present to explain anything to your employees, at least not while they are attempting the eLearning modules anyway. Make sure that each instruction is carefully uttered, and that there are no ambiguities, questions or gaps that leave learners confused or in the dark. - Make It Interactive
Employee engagement is key if you want your eLearning modules, and thus your program, to succeed. Classroom training material is bland and textual, as the engagement comes from interacting with the instructor. When converting such material to eLearning content, make sure to use images, audio, videos, roll-over icons, tabs, hotspots, flip-cards, FAQs and other interactivities to engage learners. - Include Assessments
Usually classroom training material is devoid of assessments. But, when creating eLearning modules, make sure assessments are present in a regular frequency. This way learners are reminded of what they learned through repetition, and they can keep track of their learning.
3. Hire Only Professionals To Create The eLearning Courses
Now, on to the real deal. Without professionals who know what they are doing, your transition is doomed from the start. Creating eLearning courses may look easy, but requires advanced knowledge in the field of Instructional Design, the technical know-how to choose and operate authoring tools as well as Learning Management Systems (LMS), and overall knowledge of the latest trends and practices currently brewing in the eLearning field. No organization wants their corporate training to fail, but some take rash decisions (like handing over the responsibility of creating eLearning courses to amateurs or novices), just to save a few bucks. Doing so is akin to prepping for failure. There are various eLearning solution providers in the market, and they can help your organization create amazing eLearning courses bearing in mind the specifications provided, your organization’s work culture and your employees’ needs. These professionals will advise you on every aspect of your transition, based on your budget.
Finally, don’t think that you need to convert every bit of your classroom training material to eLearning content. Blended learning is preferred exactly because it is not all eLearning, and neither is it all classroom training. Make sure to use both learning methodologies wisely and in equal amounts for maximum benefits.
Originally published at cblpro.com.
