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Tag Archives: eLearning

Do You Know How Valuable Corporate Training Is?

Corporate training is an expenditure that compares to others like recruitment and advertising; however, most companies just pay attention to the course’s cost and number of learners, and fail to measure its return on investment.

Basically, the majority of companies are not tracking how the cost of training transforms into results; but… why should they do this in the first place?

Because in this way, they can improve their training, concentrating on the courses that give results and getting rid of those that add zero value.

Effective corporate training, either through e-learning or on-site, has many benefits, such as:

Knowledge transfer: as knowledge is transferred from one area of the organization to another, more people benefit from it
Expertise gain: people acquire more and better skills
Higher retention: people tend to want to stay in a company that invests in their training
Higher morale: when people feel that the company is investing in their future, there is a boost in morale
More sales: all of the above translates into happier, more effective employees, which in turn increases sales

All of the above can be measured. When you evaluate corporate training results, you are able to see the value behind an effective training course and how it influences the bottom line.

Following are some ways in which companies can measure the effectiveness and value of corporate training:

A company can select a couple of points to assess the numbers for both, before and after the course.
A company can form two groups, a control group and a training group, and track them to measure their performance.
A company can supervise performance on strategic areas that concern a specific training.
A company can ask for comprehensive post-training information that documents the precise actions that were taken and the results of these.

For instance, let’s say a company held a sales course and afterwards it tracked the performance of those who took the course against others who didn’t.

There are two possible results:

1. The control group and the training group perform the same.
2. The training group outdoes the control group.

If the first option is true, then the training was not valuable.

If the second option is true, it means the training was very effective. In this case, the company can take the larger profits made by the training group, compare these to the cost of the training, determine the return on investment, and identify the value of corporate training.

Mark Doyle is a freelance writer who lives with his dog Smokey in the Pacific Northwest and learns best through e-learning.

 

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Do You Know LMS vs. LCMS?

These two terms are so similar that in many instances they are employed to talk about the same thing when in reality they are different systems.

LMS stands for ‘Learning Management System’ and LCMS stands for ‘Learning Content Management System’.

Both systems provide training for employees; but it is important that you understand the differences between both before making the decision to invest in one of them:

  • LMS

This is basically a system that manages learning, and it is normally web-based and referenced as e-learning. With a LMS you can plan, organize, and follow learning from a central platform, and from it you are able to supervise and send training to employees as it is required.

Let’s say an employee needs training on presentation skills and another one has to learn about workplace violence. Through LMS you can send a presentation skills course to the first one and a workplace violence course to the latter.

In both cases, as the employees move forward with the courses, you are able to see their improvement and test results. At the same time, employees can take the training from their desks and go as fast or slow as they need to.

A good LMS will offer a wide variety of courses, allowing you to train your staff on many subjects and according to each employee’s needs.

  • LCMS

This system is centered on supervising content instead of individuals. It focuses on creating content, which is provided by specific instructors and internal content developers.

In this case, you are able to take content that already exists, sections or targets, and mix and match them to create new courses, allowing you to reuse content that already existed instead of creating a completely new course.

So, which one works best for your company?

It all depends on what you need.

If your company has its own trainers or coaches, it could be very valuable to give them the chance to create and supervise content through LCMS.

If you don’t want or need to create and supervise content, but rather prefer to employ courses already created by a third party, you should go for the LMS option.

However, bear in mind that the LMS can’t reuse the content you already have and build another course; it can’t create courses. This is precisely what the LCMS can do. It can build, deliver and manage courses, but also manage all of its individual pieces. These chunks of information, also known as “learning objects”, may be reused and organized to form a different, new and improved course.

 

So, once again, the decision is yours. But now you have what you need to make an informed decision.

Byline:

Mark Doyle is a freelance writer who lives with his dog Smokey in the Pacific Northwest and learns best throughe-learning.

 

 

 

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Is Online Training an Effective Alternative for Your Company?

Online training courses have become a very practical alternative for many companies. Numerous organizations prefer it to live classes; however, it is important that you analyze if it is the right choice for your business.

Below is a list of 4 things you must think about before deciding to offer an elearning program to your staff:

  1. Detect the areas where training is most needed

In order to effectively browse through online corporate training programs you have to know what your business needs.

Do you need your people to learn about office safety? Sharpen their negotiation skills? Learn about sexual harassment?

While some topics, like the above, may be perfect for online training, others may require another method or approach.

Online classes are great for learning about desktop applications, IT concepts, and business skills, among many others.

  1. Establish goals and results

Once you know which areas need training, establish goals and results. You have to know what you want your staff to learn.

Do they have to sharpen their phone negotiation skills, or is it face-to-face negotiation the key?

Make a list of your goals and results, make them quantifiable, and use it to search for the right online training course.

  1. Assess online training suppliers

When you start searching the Internet, you will find numerous suppliers of training courses. Many companies offer free demos to help you understand how a specific e-learning course works and how it can help you.

Take your time to study your options, and contact the suppliers to learn a bit more about their offerings. Some focus on specific topics while others manage a broader spectrum; what you want to make sure is that the course is high quality and that the delivery options work for you and your established goals.

  1. Think about customizing your online course

Some online training suppliers give you the option of customizing courses. This could be a great alternative if your company has developed systems or procedures in-house.

Let’s say your business has created its own system for recycling leftover chemicals from soap production, or that it has designed a new method for assembling a particular engine part… you need your staff to learn about it in an easy an effective way, but you won’t find an online course on the subject. Nevertheless, you can create one!

Actually, you may discover that a blend of already created courses and some custom ones may be what your company needs!

BYLINE:

Mark Doyle is a freelance writer who loves elearning courses.

 

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The Case for Online Education

Over the past few decades, online education has emerged as a form of secondary education that for many people has replaced actual attendance in physical classrooms. However, this change didn’t occur over night. Below is a brief overview of the rise of online education.

The Beginning

The seeds that would later grow into online universities were actually planted well before the internet was even available to the public. This goes all the way back to the 60’s. During the 1960’s, the very first experiments using computers to teach were performed at Stanford University. Psychology professors, Richard Atkisnon and Patrick Suppes, used the very modest computer technology available at the time to teach reading and math to elementary school students.

These experiments were very successful, and the result was that a focus on combining computers with teaching would continue as the technology itself slowly evolved and became more available to more instructors.

The Digital Revolution of the 1990’s

However, the use of computers and the internet as teaching tools really didn’t take off until the 1990’s. In 1993, a man named William Graziadei developed the first curriculum using an online model. He used e-mail, which still had rather limited use outside of the government, to send students lectures and assignments. Over the next four years, he finely tuned his online teaching strategies. In 1997, he published an influential article outlining his strategy for developing and managing a course using the capabilities of the internet.

However, it was one year prior to this article that the first online university was officially launched. The first university to exist completely online was Jones International University. This university had in fact been implementing distance learning techniques via cable television networks since the late 80’s. This business plan helped them transition easily to using the internet as a replacement distance learning platform. The online version of this school received its accreditation in 1996.

Online Education Today

Today, online education has become part of the foundation of both pedagogy and the secondary education marketplace. Nearly every highschool student now uses online teaching tools inside and outside of the classroom.

Secondary education will also never be the same. Almost every major college has adapted to include the internet as part of courses in nearly every field. Most large colleges also now offer online courses in addition to courses completed on campus.

However, the biggest change has been the explosion of schools and learning programs that only exist online. A plethora of accredited online universities are now available to students in every single state. By 2006, it was estimated that 3.2 million students were taking a course online. That number has surely risen since and will probably continue to rise well off into the future.

Britney Baker is a freelance writer who normally writes feature articles for carinsurancecompanies.org.

 

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