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6 Considerations for Converting to Online Training

 

Posted on Thu, 28/05/2015 - 12:31

As I am sure you are familiar with the terms eLearning, online training, gamification, etc. you may have decided this was something that interested you. However, before diving into online training, there are a few questions you should ask yourself to make sure you aren’t flying blind.

Below, we have outlined some considerations for converting your training to eLearning:

online learning considerations

#1 - Why Do I Want to Convert to Online Training?

Before diving head first into online training, think to yourself, “why do I want to switch to online training?” There are copious reasons why someone would want to switch to online training, but when it comes down to it, it is your reason that matters most. It’s great if Company A uses eLearning because they have taken all their processes and documentation online, so using online training just made sense. But, why and how your organization can benefit is what’s important.

A few (of tons) reasons why companies are taking their training online include:

  1. Increase learner engagement with fun interactions, video integration and the ability to learn at their own pace
  2. Cut down on training travel and instructor costs and expensive onboarding sessions
  3. Allow learners to access training anytime and anywhere (depending on delivery method) and review at their leisure

#2 - Produce Training In-House or Outsource?

So you have decided online training is right for you, now you’re thinking, “do we have the resources to create this training in-house, or do we need to seek outside help?” If you are lucky enough to have some folks on staff capable of creating online training, that’s great! If not, you’re not out of luck, there are many, many vendors out there who are capable of creating your training.

There are also many authoring tools for creating online training, just a few include:

  1. Articulate Storyline
  2. HTML5
  3. Lectora Inspire

Think about what you are trying to accomplish with your training, and match the authoring tool that best meets that need.

Also, do you have the capacity and resources to create your training in-house? If you don’t have the staff on hand, you would have to hire people, train them on process and get them up to speed. If that is the case, outsourcing your training development may be best to keep your attention and resources working on other things in the background.

#3 - What am I Trying to Accomplish?

What is the goal of your training? What is it your learner’s should walk away with? After someone completes your training, what should they know or be able to do?

What is the goal/purpose of your training?

Are you trying to increase product knowledge? Teach a new skill? Think about what is the main objective of your training. If your learner’s walk away from your training with one thing, what is that one thing?

What Level in Bloom’s Taxonomy?

Bloom’s Taxonomy was created to classify levels of intellectual behaviors in learning. The “lowest” level is knowledge. This would be training on product specifications, for instance. Can the learner recall product specs? As you move higher, to application and beyond, the way you approach your instruction must change. Keep this in mind when evaluating your training goals.

#4 - Who is My Audience?

This may seem like an obvious question, the employees; but really think about it. What qualities make up your employees who are the target group of your training? Are they senior executives? Is your training for new hires and onboarding? Young vs. old? Tech savvy, new to the organization, do they have a home computer?

For instance, if your training is for young, new sales professionals, they are likely very tech savvy and familiar with laptops, mobile devices, etc. These individuals could pick up a tablet and jump right into a gamified learning experience, no problem. Whereas, if your audience is an older demographic who aren’t keeping up with the latest and greatest, you may want to steer clear of a super immersive learning experience that may overwhelm your learners.

#5 - How Should I Deliver My Training?

This question goes hand-in-hand with the previous consideration. If your learners aren’t as tech savvy, an immersive, multiplayer simulation may not be the best delivery method. Consider, also, how you want your learners to interact with the training. Are they going to be taking the online training at work, at their desk? Or are they expected to take this online training at home or on their own time?

Also, the topic/type of training should be considered. If you are providing a performance support piece, an app-based, mobile online learning experience would be far more beneficial than a laptop, browser based training. Reason being, an employee could brush up on product specs or go through a sales scenario on their tablet before heading into a client meeting. If that information is only available on the company intranet, they wouldn’t have access to that vital information on the road, with perhaps no data service.

#6 - How Will I Measure Success?

Once you have a solid idea of what you want your online training to look like, what topic you are covering, and for whom, and how you want to deliver your training, it is time to think about who you are going to evaluate your online training. How are you going to measure success?

Depending on your learning objectives, here are a few ways (of many) to track success:

  1. Improvement in performance: Is an individual performing at a higher level than before? A good way to look at this is, “what is the employee doing, and what should they be doing?” If your online training bridged that gap, congratulations!
  2. Pre and Post Assessment: Before participating in your online training, employees take a pretest to note their current knowledge. Then, after the training, a post-test measures changes in knowledge on that particular subject.
  3. Learner feedback: Upon completing your online training, do your learners feel as if they have gained a new skill, learned new information of process? Getting direct user feedback is also important to future program success. Take user feedback to improve interactions, update content and user experience.

We know change can be hard. But, change is usually for the best. When converting corporate training to online training, keep the above considerations in mind and you will be on the right track to program success.

If online training is something you would like to know more about, give us a call @ 866.316.9126 or contact us!