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Trainer’s Tip: Planning for E-learning


This week's tip, from Ian Fielding, offers five pointers on what to consider before implementing an e-learning programme.

Taking the steps to implement e-learning within any organisation takes time and planning. Is the workforce ready for e-learning? Does the organisation have sufficient infastructure? And, more importantly, can e-learning demonstrate a return on investment?

Here are a number of things to consider that might help you to deliver a good case to management that e-learning, if assessed properly, can bring significant cost savings to both small and large organisations.

1. Review
Implementing an e-learning programme requires more than simply writing the training material. It needs to be part of an overall training strategy that is designed to give you the best possible results from the highest quality training. A strategic review of your company, your technical infrastructure and your staff skill levels and a good implementation plan will highlight any steps that may be needed to ensure that e-learning is successful. This could include anything from changes to your technology to up-skilling your staff so that they are ready for e-learning.

2. Specification
Establish what your business training needs are, incorporating any legal and regulatory compliance issues. Look at the skill levels of your employees to determine where they are now and where you would like them to be in the future. Depth of experience in, and the understanding of, both training and technology means that you can be confident that any e-learning programmes will help you and your organisation reach your desired end goal.

3. Access
All your staff can benefit equally from e-learning, try and design you programs to accommodate the needs of those with visual or hearing impairments, and aim to make training accessible to disabled staff, remote workers, part-time employees etc.

4. Program design
Focus on the content of your training program. Your depth and understanding of the process of training and learning ensures that you should be able to provide considerable input helping to create stimulating and effective training programmes.

5. Measurement and monitoring
Information on progress is essential. ROI can be measured by the success rates and the level of competence your staff have reached. You will be able to judge the overall effectiveness of your e-learning programme, and identify any future training needs. You can update your e-learning program as changes to legislation and standards occur.

These are just a few things to consider and as mentioned previously, it's all about return on investment, a hard commercial view that will help convince management and stakeholders that e-learning combined with tutor lead courses can bring significant rewards.


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