Research shows that nowadays, employees are begging their employers for online training with multi-device access so that they can complete it more efficiently, whenever they have a few minutes to spare. As a result, many corporate trainers are moving from face-to-face training to blended online training, and in doing so, they are considering employee needs seriously for the best results.
A recent Towards Maturity report revealed that 70 percent of its survey respondents believe that online learning helped them improve the quality of their work, and 90 percent of them accessed online learning from a mobile device. In a fast-paced world where time is in very limited supply, people want more control of when they undergo training. But where do learning professionals start in organizing this new type of training?
1. Analyze the core organizational objectives
Firstly, you need to analyze the core objectives of the organization to align them with the tasks that you need to accomplish.
Here are some important things to consider:
- How does current training meet these objectives?
- How is training measured?
- What is the success rate of the training?
- What do you want learners to take away from training?
There is no point in creating brilliantly blended learning opportunities if it does not achieve the core objectives. Training has to accomplish these objectives in order to be valuable to both the company and the employees.
Be clear about objectives by asking yourself these questions:
- What are you teaching? Why?
- Does current training meet organizational training needs and objectives?
- What skills do you want employees to take away from the training?
2. Assess the effectiveness of current training procedures
Complete an analysis of all face-to-face training procedures to see which elements are relevant and which ones need updating as you plan to transition to blended online learning.
Take this opportunity to consider innovative ways to achieve training targets. Consider the following:
- Which elements of current training procedures work well, and which ones do not? Why?
- What are the results? How do you assess current training outcomes? Only from user feedback?
- What information is outdated?
- What can you do better?
- How can you do it better?
- How does current face-to-face training break down into online modules?
3. Decide on the training format
Moving away from face-to-face training involves a minefield of information with many choices available. Now, decide whether to use a combination of face-to-face and online learning, or online learning only.
Survey potential learners. Find out what works best for them. Once you know this information, you can design the kind of training that best engages them. Everyone learns differently, so blended learning offers options that can suit most learner needs using authoring tools that are very simple for trainers to use. Choose an authoring tool that will allow you to create e-learning courses once and deliver them on any device in a very small amount of time, from creation to delivery.
This article highlights the first steps you should take when considering a move to online training. After you complete this, you should consider using a blended learning solution of face-to-face and online. Also, don’t forget the social element, you’ll need to use social learning tools to encourage social collaboration between learners. Finally, you’ll need to gather your team of heroes. Identifying the key players in your organization who can take on the new e-learning roles will enable you to create fantastic online and blended learning.