With most organizations already having some form of online training program in place already (We hope they should!), it begs the question as to how successful the training program actually is. Just because existing training can quickly be transformed to an online format doesn’t mean that the training is immediately better because of its new medium. There are considerations that need to be made in the wake of that decision.
Decisions have consequences though — especially the bad ones. As such, it’s crucial to examine the reasons the apprehensions to implementing an online training program within an organization. In the case of custom elearning development, there’s quite a few things to consider. Let’s examine a few that you may encounter.
“Our Courses Are Good Enough”
One of the arguments against custom elearning development is that the existing training is already “good enough”. In fact, it could actually be excellent. The training may have been developed in-house and possibly even have originated as a powerpoint presentation before being imported into an online course authoring tool. There are bigger problems though.
“Good enough” training may be quick to create but poorly thought out training it could have real-world consequences. In the case of safety and transportation certifications, it’s absolutely crucial that results you receive are a direct reflection of the competency of the employee. A poorly-designed course may leave room for guesswork and short-term knowledge transfer. This can lead to an employee doing a job incorrectly, or even worse, litigation.
“The Developer Doesn’t Know Our Material Well Enough”
It’s true. No one knows the needs of your organization as someone who’s completely immersed in its environment. However, a custom elearning developer brings instructional design skills to the table than can really take your course to the next level — and this isn’t simply making your course look pretty.
Here’s what you can expect. On initial meetings, the instructional designer may have a lot to learn when it comes to your organization and its operations. That being said, they know the best way to take your material and impart the best learning strategy to make sure that the knowledge gets across clearly the first time and is retained. Online courses can be much more than simply some text followed knowledge checks.
Working with an outside developer does come with cautions though. Make sure that the developer fully understands the scope of work in the project so that you’re not surprised with an invoice far larger than you though. An airtight scope of work document helps both you and the developer stay on the same page and protects you in case something goes off the rails. Additionally, view some course samples to see if what they can provide is a good fit for your organization.
“The ROI is too low”
From the outset, it may certainly seem so. There is a far greater potential far larger ROI because it can be easily updated, deployed across multiple branches and even further through the use of mobile learning.
For a workforce that spends a lot of time in the field or on-site, mobile learning is an effective way to train them on the devices that they’re already using. In addition, it saves time from bringing them into the office to train.
In large organizations with branches that span nationally or globally, the need train employees consistently compounds. In this case, implementing a blended learning solution is favorable as it offers the power of online training, allows employees to be mentored on their knowledge, and lowers the cost from having exclusively instructor-led training.
There’s lots of room for your existing online training program to grow and address the needs of the modern workforce whether they be in the office or spend time out of the office.
A custom elearning developer can bring life to your online training program and help you get the results you need. To learn more about how your online training program can reach its full potential, download our free ebook How To Create Performance Based Elearning.