How To Develop Just-In-Time Online Training
Just-in-time online training resources are a vital asset in the workplace. Thanks to modern technology, employees can build their knowledge and skill sets in a matter of minutes. Their tablets, smartphones, and work terminals are now powerful tools that improve productivity and proficiency. However, these tech gadgets aren't of much use without the right online training materials. Here are some valuable tips for creating just-in-time online training resources for your employees.
1. Target Specific Tasks And Skills
Just-in-time online training should be targeted, so that employees get the information they require as quickly as possible. Focus on a specific task, skill, or topic for each online training activity. Ideally, aim on one key objective or goal, and then use it as a framework for your online training design. For example, employees must be able to complete the return process. As such, they need to know every step of the task, how to use the software, and which skills are required. These are the core components of your just-in-time online training activity. It's best to conduct task and skills analysis beforehand to identify performance issues. A thorough online assessment also gives you the chance to break complex tasks down into more manageable steps.
2. Make It Micro And Mobile-Friendly
Accessibility is one of the primary benefits of just-in-time online training. Employees are able to explore a topic or task anywhere, anytime, even if they are on the sales floor helping a customer or on their way to a client meeting. For this reason, your online training content should be bite-sized and mobile-friendly. Fortunately, responsive design eLearning authoring tools give you the power to design multiplatform online training courses in a fraction of the time. You can create a master layout that adjusts based on the device. To meet the microlearning requirements, develop 5-minute online training modules or activities that offer the key takeaways. As an example, brief online training tutorials or video demos.
3. Cater To Employees' Needs And Preferences
Employees are looking for information that is relevant and relatable. They don't need to know about every idea or concept, just the ones that solve their immediate problem. There is always an opportunity to explore the topic in greater detail during the next online training session. Just-in-time online training resources should center on their specific needs, preferences, and everyday challenges. This includes their preferred delivery method, online training activities, and learning preferences. Conduct surveys, focus groups, and interviews to learn as much as you can about your employees' backgrounds. Their experience levels, knowledge base, and current skills all play a crucial role. You don't need to cover topics they've already learned and can focus on more pressing matters. As an added bonus, you avoid cognitive overload and improve knowledge retention.
4. Stress Real World Applications
Practicality is the basis for every "moment of need" online training resource. Thus, your online training content should put the information into context and emphasize real world applications. In other words, how your employees can use their newfound knowledge and skills at work. Branching scenarios, simulations, and examples give them the opportunity to see how the online training translates in the real world. Employees also need to know why the information is important. For instance, adhering to compliance prevents workplace injuries and upholds company standards.
5. Create Different Versions For Different Uses
Some topics require more involved online training activities. For this reason, your employees may require different versions for different purposes. Bite-size online training is ideal for quick tasks and reinforcement. However, full-length online training courses may be necessary for complex compliance issues. Even the individual needs of the learner impact the delivery format. For example, employees who have more time might opt for a half-hour online training course because they want to improve their proficiency. You may also use an LMS to set and track personalized learning plans for your online learners.
6. Incorporate Knowledge Checks
Create quick online self-assessments that focus on specific goals or tasks. Employees have the opportunity to evaluate their progress and identify areas of improvement. As a result, they can concentrate on their performance and skill gaps during the next online training session, or choose just-in-time online support resources in their spare time. It's wise to incorporate knowledge checks after each online training activity or module, so that employees can pinpoint issues early on.
7. Prioritize The Key Takeaways
Some employees don't even have time to complete the entire microlearning online training activity. So, give them the key takeaways in the beginning and then go into greater detail. For example, a bullet list that covers every step in the process. Prioritize the information and offer them the most important ideas first. They always have the option to come back to the online training activity when they have a free moment. That said, each online training activity should support its own objective and provide a complete picture.
8. Update Your Online Training Resources Periodically
This is actually a two-fold tip. Firstly, you should incorporate links to external online training resources instead of quoting them directly. Then, you're able to simply modify the links if the information changes. For example, you've modified your company policy to reflect new rules or regulations. The second step is checking your links and online training resources periodically to ensure they are still up-to-date. Are they still relevant for your employees and your online training goals? It's also wise to check for inactive links. Employees don't have time to waste when they're searching for information on-the-job.
Just-in-time online training is a practical approach that bridges performance gaps and reinforces key information. It gives employees the power to achieve their goals and make the most of company resources. Use these 8 tips to offer on-the-spot support to your corporate learners.
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