Susan Boyd has more than 30 years of experience in training and computer education. field and is a member of the International Who’s Who in Information Technology. Susan has extensive experience in planning and managing training projects, and has directed and participated in all phases of the projects including needs analysis, course development（online and instructor led）training the trainers, course delivery and follow-up.
How do we ensure the effectiveness of e-learning? It’s not the key factor that what points learners get in the test. But whether they can apply the knowledge and ability they have learned in practical work. This is an effective e-learning platform. The following ten steps can help improve the training effect in the whole process.
1. Creating curriculums that are job-focused
First, we should interview learners and managers to know the specific job skills. Please make sure that every skill in the training is useful at their work.Then, we should offer training courses on major skills that fit in with the needs of learners’ jobs. Create a systematic curriculum with skill priorities, rather than unorganized courses.
It should use a mixture of teaching approaches. We should identify which parts should adopt the method of synchronous learning(arranged by learners on the internet), which is asynchronous learning(using webinars or virtual classroom techniques), and which parts are best taught in physical classrooms.
Set learning objectives, tasks, and job skills for each part. Next, we should divide the knowledge into smaller modules according to skill priorities. In principle, each module should cost 15 to 20 minutes.
2. Making learning interactive
Please use a variety of materials and learning tools to increase attractiveness. We can also engage learners in learning as more as possible such as case studies, surveys, analogy, etc, Of course, a variety of tests are to see if trainees understand the knowledge.
The course should have real cases, pictures, literature, charts, and interviews.There should be one or three questions when learning important knowledge. It is to test if the learners understand it. Try to question them in the form of an actual work scene. This is to let the learners apply the knowledge and skills they have learned, not rote.
And the platform should give feedback to learners in time. For the asynchronous learning, lecturers can communicate with learners by forums, discussion boards and emails. For synchronous learning, they can use chat rooms, webinars, and emails.
3. Providing effective support materials
Please create a lecture outline for each course. So learners can know the course information and print out the learning materials. There also should have “Frequently Asked Questions (FAQs)” to teach learners to find out the answers online. Besides, manuals for online help and troubleshooting is necessary. For synchronous learning, the learners will get PPT before each class. This will make the discussion more effective and allow them to preview and take notes.
4. Preparing managers
Before the course starts, companies should hold a mobilization meeting. In the meeting, they should show learners the course design, techniques, and time schedules. Managers should play its role in assisting the trainees, giving support, and tracking the learning effect after the event. Besides that, we should establish a consensus among trainees and managers.
The managers should know the benefits of e-learning such as costs -saving on transportation and time-saving, improving efficiency, and better meeting individual needs. The culture of online learning must be established. Otherwise, the advantages of e-learning will not be fully exerted.
5. Preparing learners
First, the operation specialists should show e-learning in meetings or traditional training.And they also should show that e-learning is flexible, personalized, time and money-saving. Another way to advocate e-learning is an internal magazine or announcement email.
The most important thing is to ensure that employees have the software, hardware and multimedia equipment and give support timely. During the early stage, operations specialists should follow up on their learning experience by conducting surveys to improve the courses.
6. Providing learners with the support
After registering, the operations specialists should send an email with timetables and operating details. We should also assist learners in building a learning environment. For example, post the “Don’t disturb ” sign in the trainee’s office or dormitory. What’ more, the phone number and email address of the lecturers should be offered. So the learners know who to look for when there are questions or suggestions.If possible, please assign a mentor to follow up on the learning and guide the employees to apply the skills at work.
7. Supervise and report on learning outcomes
The related staffs should view training-related data on a daily or weekly basis, and pay special attention to special situations (such as the drop in registration rate and training completion rate, low training completion rate, etc.).
And they should contact trainees by phone or email to see if there are any difficulties in learning. Moreover, operations specialists should discuss with the managers to improve the training effect. And contact with the skillful employees to see if they are willing to act as a mentor.
8. Learning assessment
At the end of each course, there must be an assessment session to get first-hand feedback. Please send assessment reports and questionnaires to the learners at the end of the course.
Three to four weeks after the end of the course, an after-school assessment is conducted again to test the student’s ability to apply the knowledge and skills learned to the work environment, which operations specialists can offer some incentives to increase the participation rate(such as meal tickets, coupons, etc.).
Operations specialists can also conduct phone or email surveys to improve the course. And they can know which skills are useful for the job, which skills are not, and how to improve the training program.
9. Course improvement
The methods of assessment all above is to enhance the course to make the training more effective.Then, we should make a specific schedule for the improvement program. It should clarify the specific methods of the course improvement with feedback.
In this way, the training courses are promoted.
10. Identifying future needs
From the perspective of the trainees, we should identify further training needs. Of course, operations specialists should discuss with the managers about the training needs. See if the manager agrees with the subordinate’s point of view, or have other opinions. Then, identify the sequence of training objectives and make sure that each of which must meet the actual needs of the business.
At last, confirm the timing of the next training and the resources required.
Post time: Sep-05-2019