On the job training with e-learning: how to make the strategy profitable

Par Shane Hartford | 9 March 2018 On the job training with e-learning: how to make the strategy profitable

Do you have a business that has very recently launched an e-learning strategy and you want your employees to take part in online training? You’re in the right place! We’re going to give you some tips and tricks to make sure your strategy is effective!

E-learning: what is the motivation?

The first prerequisite for any training is obviously your employees’ motivation to learn. If your employees are not willing to confront market evolutions, if they are not willing to evolve themselves, your e-learning strategy is likely to run aground. Before anything else, make sure that lifelong learning is part of your corporate culture.

If you do find your employees are full of the right motivation, there are still a number of steps ahead of you. The content on offer must be high quality, but you must also concern yourself with the presentation and interactivity of the media.

For a course to be retained, the employee must be able to easily skim through it. Favour hypertext links that will allow the student to easily find external media to complete their knowledge if they would like.

E-learning: what content should be covered?

In order to keep your employee’s attention, we suggest you stay relatively focused and keep only the information that will have an added value to their training. The goal of e-learning is not to be exhaustive, but rather to be concise with high added value. If the student cannot immediately identify the added value, there is a high risk that they may lose interest.

Beware: something that may seem important to you may be less important in the eyes of your employee. Try to put yourself in their shoes in order to better target the content of your courses.

E-learning: what solution is right for your employees?

There is no reason to opt for the very trendy and hyper-interactive solutions for managing e-learning if that kind of platform isn’t attractive to your students. Of course, whatever you choose, you’ll need to adapt the solution for your audience. Are they often travelling for business? If so, think about a solution with a mobile app, for example.

Generally speaking, favour games, quizzes, and practical examples which will allow the students to participate.

And, if the solution you choose also allows you to gauge the involvement of your students, so much the better. That way you can adapt your HR communications from day to day to highlight the programmes that you choose.

E-learning: what strategy should you adopt?

It should also be noted that, while e-learning allows an employee to work autonomously on the evolution of their skills, putting a monitoring plan in place is still advised. In order for e-learning to be effective, it should be included in your global HR strategy.

In order to motivate your employees to set aside the time to complete their training, we advise you define a timeline with them. Plan for that time in their routine and suggest they shut off any messaging services and close their doors. You’re sure to get better results that way than if you’re stuck in multi-tasking mode with one ear listening to the e-learning course, one to the open workspace around you, and your eyes glued to an important email. It’s too much for one brain!

In addition, more and more businesses are asking employees to create content to help train their co-workers. The idea is that in a business, knowledge is often a prisoner of the employees themselves.

These new practices are seeing a rapid expansion thanks in part to the digitalization of businesses.

What are the next steps going to be? You let us know!


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