When you are after the best training for your people, you don’t want to commit the same errors that others have before you. Quality eLearning can be found for a fair price, however you want to make sure that what you purchase isn’t cut-rate bargain bin product. Many companies have made this mistake in the past for various reasons. The savings up front seem like an excellent deal, but when the course consistently underperforms and training goals are not being met the true cost of a poor eLearning course must be taken into account.
Reasons for Bad Training
In some instances, a company will look to employ an eLearning course for no other reason than they have been mandated to do so. They may not have any pressing learning goals, or extraordinary skill gaps that require further training. The L&D department simply needs a basic online training course to prove that they are embracing new learning technologies and staying competitive.
Often, employers who fall under this category, have no intention whatsoever of performing a follow up with employees upon course completion to confirm its effectiveness. Their employees possess all of the skills and knowledge they require to perform their jobs properly. This scenario is a perfect fit for an eLearning course that focuses on the knowledge being passed on to employees. Straight and to the point, a company can state with assurance that they too, boast an online learning program with minimal expense in a nominal timeframe.
Organizations new to eLearning, who have employed little to no in-house training in the past, may not have any idea what their learning goals actually entail. In this case an internal employee audit needs to be performed to discover where potential deficiencies may reside within the company. They can then begin addressing these knowledge and skill gaps with eLearning solutions. Many times, consulting outside the company with the actual course creators and builders will assist learning and development operators in ascertaining their company’s learning goals and subsequently, productive training outcomes.
Unfortunately, a vast majority of companies who have had past dealings with eLearning programs have walked away with a negative overall experience. Either the courses have failed completely in their advertised training outcomes or they experienced poor attendance and completion rates. They are now under the impression that eLearning is a waste of time and money.
Nothing could be farther from the truth. Today’s quality eLearning courses can offer employee engagement using numerous techniques such as interactive problem solving, through gamification. By offering a course that is interesting and relevant to your staff, you will happily find that they not only want to take the training but actually enjoy themselves while experiencing it.
Again, the people in charge of training need to perform their due diligence and research the reasons behind such issues as non-engagement and poor post-course employee performance. The answers are out there; there are numerous blog posts on the Vantage Path site alone, that address solving these very problems.
It also becomes incumbent upon L&D professionals to research the vast pool that comprises the industry of eLearning course providers. Sift through everything offered out there and go with a quality provider who has a coherent formula, based upon market research and actual fact. If the company concerned have experienced lackluster performance from eLearning, there is a very real probability that they formerly employed the “cheaper is better” approach to course buying. L&D cannot fall into the same trap twice. Like the majority of products out there, in this case, cheaper is not necessarily better.
“Who are we developing this E-learning course for?” A relevant question that must be succinctly answered by the people responsible for employee training before the course in question begins to be assembled. All the information covered above, is complicit in providing assistance to those groups and individuals asking that very question. Many components, themselves composed of numerous elements, such as age and technical proficiency, must be taken into consideration when answering that question. Now, with much of the knowledge required to take the initial steps in implementing an effective eLearning program under one roof, it should become much more straightforward for organizations to effectively, do just that.