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.
Have you come up with an exciting new idea for a product or service? Have you managed to successfully launch it? Are you sitting back and waiting for an overwhelming response to the cool new solution you have served up? Is this response frustratingly slow?
The reason might be that your potential customers are not completely aware of the life-changing benefits of what you have to offer. There are thousands of new products being launched annually, with a failure rate of nearly 85% to 95%. Most of these products were either marketed using the wrong techniques, not marketed sufficiently or simply created with a skewed understanding of what the market needs.
One cannot think of the human resource management (HRM) as a beacon of eLearning without thinking of “human” at an individual level. The HR department is responsible for the employee’s well-being. It is also responsible for bridging the communication between the organization and the employees. At the strategic level, the organizational management works towards continuous change to meet the dynamic needs of the market. The human resource management strives to convey this need for change to the employees to implement at the operational level.
Organizational change is mandatory to meet and exceed the market share. Managing this change is a highly challenging feat. While training and professional development is the natural step towards change, it more often fails to enforce the desired change. Despite the best laid plans that include aligning organizational KPIs with learning objectives in trainings, holding meetings for the change and propagating incentives for change, the organizational cultures still seem undeterred.
This brings us back to the human part of the human resource management. How can the HRM influence the human brain to adapt and adopt to the desired changes through eLearning and knowledge sharing? Change needs to begin at the individual level to reflect the change in the organizational culture. Think hard skills and soft skills of the organization. Hard skills are the policies, procedures, administration protocols and data handling strategies deeply ingrained into the organizational skills. Soft skills are the mind-set, the approach, the trust level, the confidence and the motivational strategies communicated within the organization through its employees.
E-learning is taking the world of education by storm, with the industry growing stronger every year. But will it replace brick-and-mortar education? Read on to find out…
As LMS vendors we’ve witnessed the huge growth of the e-learning industry first hand. It grew from its humble beginnings in the eighties and the nineties to a multi-billion dollar business.
But to answer whether e-learning can (or will) replace brick-and-mortar education we have to dig a little deeper than revenue and profit numbers. Is there an end in sight for e-learning’s growth? Is it a fad that will run its cycle in a few years? Will it replace traditional education? Here’s our attempt at answering those questions:
Facebook and Twitter. The two biggest social sites on the web at the moment (there’s also Google+, but that’s for the most part a wasteland analysts say). Chances are that you (and your spouse, mom, and perhaps dog) have an account on one or even both. But are they any good for anything else, besides getting in touch with friends, exchanging gossip and viewing holiday pictures, baby and pet snapshots, and celebrity status updates?
Specifically, are they any good for e-learning?
Sneak peak: what’s in store for eFrontPro in 2015
When Steve Jobs first introduced OS X he said it would be the foundation for the next ten years of Mac OS. While some classic Mac OS users complained about a few changes compared to how the old OS operated, OS X was proven not only a stable platform for Apple to build upon, but also something that brought in ten times as many users as Mac OS classic had.
eFrontPro is like our OS X.