By now it should be well established that e-learning is no fad. If it has taken the world by storm, it is because it caters to a very real demand for fast, asynchronous, cost-effective and scalable education that has emerged in our fast-paced, inter-connected and trans-national world.
Marketing needs better marketing.
I mean, we always hear about the heroic entrepreneurs or inventors that created some new product or service (e.g. Jobs, Zuckerberg, Larry Page and the rest), but we seldom hear about the marketing departments and agencies that helped make it a success after it was created.
Maybe that’s because most people think that marketing is superfluous, and that “if you build it, they will come”.
There are only few things in business more challenging and rewarding than running your own startup. We should know, we founded Epignosis as one, and we continue to run it with the same entrepreneurial spirit that served us so well back in the day.
The best thing about a startup is of course the chance to create something out of nothing. And also the feel of having control of what you produce and, ultimately, of your own destiny (however incomplete that control might be).
eFrontPro had a new major update recently, with version 4.1.0 bringing a load of workflow updates, user requested features, bug fixes and enhancements. Among them is the new Curriculums feature which (as the title subtly suggests) will be the focus of this blog post.
Curriculums in eFrontPro are an organizing unit for your e-learning content, in addition to the already existing Branches, Groups, Audiences, Skills, etc.
The new version of the eFrontPro manual includes information on all the new functionality, several technical how-to guides, answers to common questions, a theme creating tutorial, and, last but not least, a plugin guide.
Deploying e-learning to developing countries might initially sound paradoxical. After all those are countries that lack the infrastructure found elsewhere, so how could they support the state of the art in learning?
It turns out that the state of the art might be more forgiving to the lack of certain infrastructures, than past methodologies. And, even more importantly for developing nations, much more cost effective.
If there is one thing that holds true for developing eLearning training materials, it’s planning, planning and planning. You can’t go wrong with that one. Think of a training course a result of relentless hard work and dedication. In fact, it’s not uncommon to spend 40 hours to develop a course to yield only 2 hours of training time.
With this perspective, we need to make sure we plan in detail, we plan with all details and we rule out unnecessary details. In short, make the planning stage the longest step in eLearning course design! Wow, that’s a lot of pressure! But it’s true. Think of all the trainings left untouched or uncompleted in your learning management system. Why, despite hiring the best eLearning consultants and even applying your own training management skills, some courses never make it to better testimonials and performance spikes? What key steps need to be executed in the planning stage to ensure the effectiveness and success of your corporate training materials?
Let’s find out and try it for ourselves!
There isn’t any doubt that we are living in a technological age. Each day, people utilize their computers and mobile devices to stay connected and expand their knowledge. As such, elearning has been on the rise in recent years, and an increasing number of students are beginning to see the benefits that this convenient and invaluable educational resource can offer. However, elearning would probably not be possible without one key tool: the LMS.
Ever wondered why the best laid plans for eLearning go awry? Why the human resources managers are unhappy and why the employees fail to perform? This is despite the good scores they achieve in your eLearning courses.
Sure enough, you developed entertaining content, complete with game-show style quizzes. Your course registration and completion rates are better than ever. And the testimonials and ratings by employees are in an all time high. You even have an effective community-of-practice style conversations under your courses. Managers and senior executives sometimes join in and provide their insights on a recurring problem.
Investment in eLearning is a popular trend. Organizations are quickly accepting that real change and innovation come with regular training. In order to keep pace with the ever-changing market, organizations need to develop and implement best practices in their business strategy. Once organizational strategy is finalized, the next step is to put it into action.
Employee performance is the direct reflection of organizational strategy. Unfortunately, this is not as simple as it sounds. The process of converting organizational goals into performance requires the right training content. It also requires the right content development and deployment tools. The eLearning course research and marketing is also an added cost. The cost of the entire process challenges training managers to justify the training in terms of enhanced performance and measurable ROI.
In this article, we will discuss some insider’s tips on how to tweak your eLearning program in order to improve your eLearning ROI.