Corporate eLearning

From onboarding to new product rollouts to customer service, investing in effective corporate training programs for sales associates is essential for retail organizations. Check out these five best practices from our extensive experience creating award-winning corporate training for this audience.

If eLearning is a “check the box” activity, effective learning design does not matter. But what about when training directly affects business outcomes? When this is the case, instructional designers need strategies to improve both learning and remembering. Techniques such as spaced repetition, use of story, and feedback loops can help.

Onboarding training is an important part of familiarizing an employee with the company practices and culture. However, it is not usually done in the most effective manner. The article shares 2 best practices of designing an effective onboarding program.

After our inspiring and thought-provoking interview with Geoff Stead, we were left wondering about the significance of having an internal app store (also known as ‘Enterprise App Store’) within organizations. We have been doodling and dreaming about this fascinating proposition for quite some time. Now, as we are planning to set up an internal app store for our company to make this a better place to work for our employees, we set out on a journey to explore and learn more about this concept. Read on... 

In today’s global economy, we often find ourselves designing corporate training — be it e-learning, m-learning, or classroom (ILT) — for audiences around the world. Keeping some important considerations in mind during the design process will ensure your training delivers on its objectives, no matter where your audience is located.

Corporate training already breaks the bank. Is there a way to utilize courses to bring back the Benjamins? Consider customer training: it’s table stakes if your product or service has any sort of learning curve. Your customer training may be a cost center, but it doesn’t have to be.

With the emergence of newer platforms of learning, the worth of one-to-one interactions in learning cannot be over-stated. The trainer plays a pivotal here – a role which is nevertheless evolving with the changing needs of the corporate learners. In the corporate scenario, the trainer now plays multiple roles to suit the needs of the modern workplace learner.

Online training has a bad—and incorrect—reputation for being impersonal, boring and lifeless. But it doesn’t have to be that way! Good online training can be personal and engaging. And it’s also full of life—in a recent survey, 72% of companies included said that e-Learning keeps them up-to-date with changes in their industry, which helps them remain competitive within their niche.

If businesses are to succeed, questions about organization’s knowledge must be asked in the boardroom. Learning and Development shows must be flocked by key executives, as much as by Learning and Development managers, trainers and gurus.

If your corporate learners forget what they learned right after training, were they even trained at all? It’s one of several questions more L&D managers should be asking themselves. These three research-based learning principles should be central to learning design when the goal is retention.

This article explores the premise of what to consider for providing an active learning experience. Also, what pitfalls we must avoid when approaching our learners so as to motivate and fully engage them in the learning process.

All learning includes the asking and answering of four questions. These questions form a cycle of learning. This four-part cycle applies to learning anything. Check the article to find more!