Corporate eLearning

Corporate eLearning: News, trends and tips for the best practices in corporate training. Find out more in our E-learning database

How To Use Blended Learning In Corporate Training

Tips To Use Blended Learning In Corporate Training

In this article, I'll explore how to use blended learning in corporate training in order to create an immersive and engaging blended learning experience for your learners. Also you'll find out about the 4 blended learning models and the 4 sub-models, as well as, how to apply each one of them in your corporate training course.

Dear Jo: Corporate Training Program Evaluation Should Be a “Habit”

Dear Jo: Corporate Training Program Evaluation Should Be a “Habit”

Program evaluation for corporate training—so often it’s postponed, swept under the rug, becomes mired in discussions, line-item budget vetoed, or skipped altogether. Why is this? Consultant and former learning organization leader Jo Coulson answers a reader’s question and reflects on her own and her colleagues’ experiences to uncover this deep mystery of corporate training. With her insight, you can make program evaluation a habit in your learning organization.

Guiding Your Learner Toward Engagement

Guiding Your Learner Toward Engagement

Learning is an adventure! At least, it can be. For your next e-Learning course, try guiding your learner through the course, gradually revealing important pieces of information like Hansel and Gretel’s breadcrumb trail. The carefully planned emphasis and reveal of important information will keep your learner interested and paying attention.

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4 Virtual Instructor-Led Training Pitfalls to Avoid

With the increasing popularity of virtual instructor-led training events in corporate training, instructional designers and facilitators need to master the art of making the classroom virtual. SweetRush Instructional Design Practice Lead Catherine Davis shares 4 common pitfalls in developing effective virtual training, along with creative solutions for taking your events to the new heights. And don’t miss the bonus material - a downloadable checklist for virtual instructor-led training preparation!

Theme-based Learning for Heightened Retention: An e-Learning Perspective

Theme-based Learning for Heightened Retention: An e-Learning Perspective

Theme-based Learning can be utilized to create a common thread of familiarity for all learners and build strong connections with the topics being taught. Theme based learning is a common approach in the K12 scenario – but the benefits for corporate training are also manifold. A theme is the existence of common ideas and topics across multiple contexts. By building relationships between topics, themes provide a common ground for understanding multiple topics in detail. This approach works very well when catering to a diverse learner group or learners who are new to the idea of technology-aided learning.

How a Culture of Learning Impacts Business Performance

How a Culture of Learning Impacts Business Performance

As research has already found, a culture of learning brought about by regular and relevant training can improve performance significantly. However, it can also attract and retain talent, integrate new and effective forms of technology as well as streamline and modernize internal operations.

Understanding The Internal Needs of Adult Learners

Understanding The Internal Needs of Adult Learners

Is Training actually training or is it something more? Today's workplace is ever evolving, morphing and adjusting to new technologies, analysis and competition! A vast majority of companies seek to better their positioning through customer engagement models which seek to ground themselves in way which better embrace customers.

Dear Jo: “I’ve Just Been Handed the Training Department!” - Part Two

Dear Jo: “I’ve Just Been Handed the Training Department!” - Part Two

Continuing with the second installment of Dear Jo, industry veteran Jo Coulson answers your corporate training and performance improvement questions! In Part Two of “I’ve Just Been Handed the Training Department!”, Jo’s reader has taken over the training department but has minimal background in learning and development. How much training industry knowledge does she need, and how can she get it?