Meeting eLearning Development Targets with Limited Capacity

I was at the eACH Conference last month and a common problem I heard from many eLearning companies was that of a ‘limited team capacity’. These teams or L&D departments aimed to serve thousands of their internal customers but they had to develop many courses in a short time. I realized we have all faced this ‘limited team capacity’ problem at some point or the other.

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Based on my experience of eLearning domain in the last 7 years, here are three ways I have seen our customers address this problem. It has helped them maximize their internal team capacity and at the same time deliver courses based on the business demand.

1. Templatization
You don’t always have to build your eLearning course from scratch. You can create a library of templates that can be reused and customized. This will standardize the quality of eLearning content and also save time and effort.

However, building your own template library would take time. If you need something quickly, there are many paid or free templates available online.

2. Rapid eLearning
Rapid eLearning is the production process of creating e-learning courses quickly and effectively. It usually doesn’t involve using complicated software or programming techniques.

Rapid eLearning is a tool- based approach that can be used by an Instructional Design team. This approach helps lower the development cost and allows you to put together a course quickly.

Articulate Storyline, Adobe Captivate, GoMoLearning, and Raptivity are a few popular rapid eLearning development tools available in the market.

3. Partnering with an expert
Sometimes it’s sensible to partner with an expert company that can act as the extension of your in-house team. The development tasks are handled by the partner, allowing your internal team to focus on the core tasks like communicating with SMEs, gathering the training content, etc.

Choosing a partner that is a one-stop-shop for all eLearning needs is a plus. The partner company should support various tools and technologies and should not be limited to any specific technology. Ask for references and work samples in advance that demonstrate the quality and variety of work they can produce. The right partner can complement your team and give you a cost-effective option.

How did you handle your “limited team capacity” problem? Do share your thoughts through comments below.

About Us
Harbinger Interactive Learning is a learning technology company. We offer cost effective learning solutions with resources across different technologies and skillsets.

We offer course development services in Custom Flash/HTML5, Lectora, Storyline, Captivate etc. A partnership with Harbinger can help customers build high quality eLearning/mLearning courses cost effectively and stretch their development capabilities further.

Have you considered digitizing your induction training yet?

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Effective induction training is critical to the success and future of new employees within an organization. It’s equally critical for the organization to achieve faster and efficient business results. However, it is not always a cakewalk to organize and impart induction training through conventional classroom methods. HR managers struggle with several challenges associated with it, and digital/eLearning approach is rapidly getting popular as a solution to those challenges. So what are some of the top challenges related to in-person/classroom induction training, and how eLearning can help solve them? Let’s dig a bit deeper.

 

  • Risk of inconsistent messaging: Classroom training is at the risk of inconsistent messaging which largely depends on trainers’ tone and methods. With deployment of a standardized eLearning program, organizations can ensure that new employees joining across locations get consistent induction experience. In addition, you can also localize the courses to reach out to various geographies.

 

  • Logistical nightmare: It is challenging for HR teams to gather all new employees and trainers at one place for the required number of days. Also, there are a lot of administrative tasks like travel and stay arrangements of trainers and attendees, arrangements for classrooms and equipment, study material etc. Conversely, eLearning once created can be deployed number of times, across number of locations. Thus, it can help reduce the logistical hassles, and in turn, the associated costs.

 

  • Information overload: New employees are often overloaded with information during induction training. They can take eLearning anytime (even before joining), anywhere and any number of times. Thus, they can take/revisit the content at their own pace and complete the training independently and confidently.

 

  • Catering to various staff types: It’s a challenge to make the induction training program flexible enough which can be deployed across various occupational groups such as full-time, part-time, contractors, staff on secondment and temporary staff. eLearning course can be easily tailored to make specific part(s) of the training available to different types of staff.

 

  • Tracking and ensuring compliance: Keeping a track of induction status of all new employees is a time consuming task. An eLearning course helps to track the completion and compliance in a faster and efficient way. It is easy to ensure that employees revisit the relevant content until they clear the course and complete the relevant courses before taking their role.

 

  • Maintaining learners’ interest and focus: Some parts of induction training such as company policies and procedures could be heavy for new employees. With the use of compelling multimedia elements, variety of presentation styles and interactions, such topics can be made interesting for new employees. This, in turn, can help them in knowledge retention and transfer.

 

Let’s consider examples of product manufacturing and healthcare industries to understand how eLearning could benefit them. For product manufacturing companies with multiple product lines, eLearning ensures consistent and up-to-date messaging about various products across all locations. New employees can thus gain comprehensive product knowledge which is accessible to them all the times. Healthcare and life-sciences companies use a variety of data and record maintaining apps. The relevant app training becomes crucial for new employees to use it effectively on-the-job. ELearning can particularly be beneficial here as new employees can learn the apps independently through “Show-me”, “Let-Me Try” simulation courses.

 

eLearning also helps to make the induction experience fun and engaging for the millennial hires. Millennials are tech-savvy, goal oriented, and like to learn by exploring. Gamification elements such as leaderboards, badges, rewards, achievements, levels and visual progress bars appeal specifically to the millennial hires and inspire them to complete the training with focus and vigor.

 

Thus, eLearning helps in efficient on boarding of new employees with less time, cost and resources. If required, you can blend it with classroom training, and it could be an ideal deal as you can reap the benefits of both types of training. The blended approach can help create a positive impact on organization’s success, as new employees will come out of the training with more motivation, confidence and readiness to start productive work immediately.