There are many companies considering transitioning from using in-person training methods to an e-learning format. Some of the reasons include geography, scalability, resources, budget and more. It’s known that most people learn best by doing. Practicing and putting concepts to work as they ask questions is the most effective way to train people. It’s proven that much of this can be done using an online course that provides proper simulations.

Determine Most Important Content

When transitioning to an e-learning format it’s important to identify what content is essential for successful training. The first step is to base any future e-learning courses on material that was utilized previously for in-person training. It’s difficult to take a workshop that lasts a few hours and reduce it down to a 20-minute online training module. In order for e-learning to be successful, the essential elements of in-person training must be identified and then incorporated into the online courses. What an individual must know and understand after they complete the course should be the focus.

Structure

Knowing how to properly structure an e-learning session is essential (keeping up with e-learning trends is essential too). Some training elements can transfer from in-person training and others won’t. Some longer training sessions will need to be broken down into a series of modules. One module can be designed to build on the next one. In some cases, online components can be used to prepare for any training that has to be done hands-on. Once the structure is determined, it will make the process of transitioning to e-learning much easier.

Supporters

There will always be some level of push back when trying to transition to something new in any company. Some individuals will be attached to the ways things have always been done. It’s important to have key personnel in place to act as advocates for e-learning when it is introduced. This will help employees to influence others and increase employee engagement. Once key people are comfortable with the transition, the number of advocates for new e-learning programs will increase.

Communication about Transition

There are many people in companies who don’t deal well with change. If not handled correctly, some individuals may not realize how e-learning training methods will benefit them. The advantages the new method of training provide and the many benefits an employee will experience needs to be successfully communicated. This is an essential part of having a smooth transition.

Effectiveness of Transition

A number of studies have shown individuals improve their performance utilizing e-learning methods as opposed to instructor-led training. In addition, there have been many explanations offered for e-learning groups doing better than traditional classroom groups, especially when it comes to covering identical material. In a classroom-based setting, an instructor is in control of the content and pace of learning. Students aren’t able to learn information at their own pace. They can’t stop the session and ask questions when they have one. Using e-learning makes it possible for an individual to learn at their own pace. It is possible for a user to ask questions when they have them and not try to remember them for later.

Evaluation

Once e-learning is fully integrated into a company, it is often forgotten. The final and most important step toward making the transition a success is evaluating courses provided by an e-learning company. This evaluation should include determining if there are aspects that need to be improved, changed or expanded. Important data can be obtained from surveys, test results and demonstrated improvement in knowledge and skill level. This can be used by analyzing performance metrics, as well as supervisory assessments.

Share