Corporations of all sizes have been steadily shifting away from traditional training sessions towards e-learning. One challenge that companies confront is the difficulty in effectively preparing managers and trainers to fully engage in e-learning; without it, e-learning may appear to be a threat to their very survival. Also, companies' eLearning initiatives may fail to produce the anticipated outcomes as a result of this unwillingness to change. If adequately prepared, trainers and managers may, however, give a fresh and enhanced approach to e-Learning. In all stages of training development, proper planning and preparation are essential to minimize mistakes and malfunctions. Here is a five basic step training preparation checklist to provide training managers and developers.
1). Execute Training Need Analysis (TNA) for planning
No matter what you plan, whether it is training or something else, you should have a clear idea of your goals. So, before you begin implementing your quick eLearning strategy, consider the following questions to obtain a sense of where you want to take your project.
• What do you want the employee to know or be able to accomplish at the end of this training?
• Do you have a specific educational technique in mind?
• What level of involvement of time is required?
• Do you want to create a single eLearning course or a module-based curriculum?
• How will you evaluate your employee on eLearning?
2). Collaborate with designers and subject matter experts for eLearning development
Trainers and managers in collaboration with subject matter experts and instructional designers are in charge of preparing content courses for training and development. Individual course modules, as well as the full curriculum, are planned.
• SMEs provide relevant content to eliminate knowledge gaps and interruptions in the learning process. They look through the storyboard, the working prototype, and the finished elearning design course and make suggestions for improvements.
• The course and/or curriculum framework is planned by instructional designers depending on the learning objectives. They choose an educational method, create a storyboard, include input from SMEs, and create a functioning prototype, assessment, and final course.
3). Prepare all the tools and resources required for the project
Easy functionality, built-in interactive media, templates, and a decreased requirement for coding save eLearning creation time and cost. All of this may be accomplished using a collection of tools.
Saba LMS helps you achieve your talent goals by making learning more accessible and engaging, lowering expenses, and giving you the tools you need to manage your training successfully.
Trainers and managers can select the authoring tool or outsource the development and design that best meets the organization's training needs. During the selection process, consider how you want the course to appear and feel. But do not forget to check the timeframe and budget allotted for course development. Check what type of interactivity, simulation, and animations are required.
4). Delegate Design, Development, and Quality Control Responsibilities
To establish a communication channel between the team and the stakeholders, you'll need a project manager. Before the start of the project, it's critical to assign all roles and duties.
• Choosing the developers, SMEs, IDs who will work on the project and assign their responsibilities
• Creating frequent communication channels between the design and development team, stakeholders, and SMEs
• Establishing a review team to ensure that everyone is on the same page and to avoid costly rework later. To collect input from SMEs, it's always best to utilize an online review platform because it saves time and streamlines the process.
• Trainers and Managers can also help in house branding and marketing of eLearning platforms through webinars and appraisal schemes.
5). Elect between the third party or in company development
Is it better to keep everything in-house or outsource? This question arises at every stage of the training process. The fact is that the optimal decision between these two is always a matter of circumstance. So, here's how you can make the best decision possible.
In-house development of eLearning platform is for big companies who need data confidentiality and have enough resources, workforce, and time to perform the full development of the eLearning course.
Outsourcing eLearning platform needs from LMS vendors is generally for mid-sized and small companies who need to speed up turnaround time and do not have enough resources and inhouse workforces like SMEs, Developers, and IDs. But they are at a loss of owning the system they have to depend upon authoring tool licensing, and LMS upgrades for the whole procedure.
Conclusion
A successful eLearning program differs from a failed eLearning program in only one respect: proper planning and preparation at every stage. With this checklist, I hope to relieve your concerns about various aspects of eLearning preparation so that you can finally begin developing your eLearning strategy.
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