If you are a first time user of eLearning or contemplating using it for the first time, read on.
Corporate organizations train their employees on knowledge, skills, and attitudes using different methods – in the classroom, on-the-job, eLearning, and so on. The global eLearning market is growing rapidly at about 11% CAGR.
Traditional instructor-led classroom training remains the most popular form of training delivery, accounting for more than 50% of the annual training budgets.
eLearning is the second most popular method and accounts for about 30% of the training budget.
Learning that is electronically mediated is called eLearning. It can also be defined as learning content that contains text and multimedia, and uses Internet technologies delivered to audiences on electronic devices, wherever they may be.
eLearning in corporate organizations usually refers to self-paced modules hosted on a Learning Management System (LMS). Corporate organizations find eLearning to be very useful in terms of reducing training cost, as well as improved convenience and effectiveness.
The ADDIE (Analysis, Design, Development, Implementation and Evaluation) model is widely used as a frame of reference in making self-paced eLearning modules, although it is equally applicable for any learning or training method.
The Analysis stage involves understanding the performance gaps in the audience, their current level of competence and the environment in which they learn.
An in-depth review of existing content in the form of Instructor-led Training (classroom) material such as PowerPoint decks, facilitator guides and participant handouts is also conducted. Sometimes, Standard Operating Procedures (SoPs), product collaterals and policy documents may also be used as raw material to develop eLearning modules.
The Design stage involves Instructional Design, the science and art of presenting the content in a manner that will maximize learning in a self-paced environment – this is the design plan.
It entails setting performance-based learning objectives, formulating an instructional strategy, deciding on the media elements, defining the level of interactivity and so on. It also includes formulating formative and summative assessments.
Development involves converting the design plan into functional eLearning courses using authoring tools such as Storyline 360, Captivate or Lectora. These tools publish the courses to technically compatible formats (SCORM, AICC or Tin Can).
Implementation is deploying the eLearning course on a Learning Management System (LMS) for delivery to multiple users on various devices. The LMS can help track learner progress and will allow generation of reports for the training manager or other stakeholders.
Evaluation is done at 5 levels:
Producing your eLearning in-house or outsourcing to an eLearning company is always an important decision. If you are starting eLearning in your company, it is better to outsource the entire project.
If you have an internal team of instructional designers, it makes sense to outsource only production. Sometimes, if the project is huge or you have strict timelines, you may want to outsource.
eLearning as a business has proliferated and as it doesn’t have stringent entry barriers, you will come across literally hundreds of players. To find a good eLearning partner, look for the following:
There are many forms of eLearning. By “blending” with the other forms, you can achieve great results:
CommLab India specializes in Rapid eLearning solutions:
From selecting the conversion strategy to picking the right tool and vendor, this eBook has everything to help you migrate your courses from Flash to HTML5!