Organizations that haven't changed their training and employee education strategies in a few years may be far behind the industry curve. The introduction of eLearning solutions has presented a new and drastically different way to look at human resources, from both cost and effectiveness perspectives. These benefits can come from many different factors, such as the flexibility that resulting from lessening the use of physical classrooms or the exciting possibilities of giving on-the-go workers mobile learning apps. Each firm will have its own unique value profile, but there is one factor uniting nearly all of them: ELearning use is a smart alternative to the longtime status quo.
"There are ways to determine what eLearning policies are accomplishing."
Measuring the impact
Business leaders aren't into vague ideas about the value or importance of new policies or tech changes. Fortunately, according to Business 2 Community contributor Eric Harsh, there are ways to discern just what eLearning policies are accomplishing for adopting firms. Harsh noted that many companies don't successfully determine how well their training programs are working, but there are methods that can get this important information to leaders. Since eLearning is hosted in the digital realm, courses are hooked up to systems that could log useful information about how the lessons are being received.
The author underlined the fact measuring the impact of eLearning is the action that establishes trust between the executives who fund HR and the professionals masterminding the related strategies. In addition to proving that eLearning is working for financial reasons, Harsh stated that there is also an opportunity to tune future courses by how past ones have been received. The main metrics that determine whether eLearning is having its intended effect will vary by company because, as Harsh explained, each business is looking for something a little different. Some may be trying to boost productivity and cut overtime while others could be intent on boosting sales - it all depends.
"There may be a need to assess workers after they exit courses."
Once an organization knows which metrics it is most interested in, actually extracting the data from the eLearning course and crunching the numbers should prove fairly straightforward. Harsh stated there may be a need to keep assessing workers well after they exit courses to ensure they have retained what they learned and are able to apply those new skills to real-world scenarios. Harsh cautioned against using user satisfaction scores as the be-all and end-all of eLearning monitoring. While it's good to have a course that pupils like to take part in, those feelings are no guarantee that the employees are learning much.
Delivering a relevant experience
Of course, measuring the impact of employee training courses is only a side benefit of eLearning - the main function of these products is delivering an improved experience. TrainingZone contributor David James recently offered his view of what learners today are and are not looking for. He explained that if course materials are based on outdated or weak technology, they will compare unfavorably with the convenient and user-friendly IT that has become a standard part of everyday life following the mobile device revolution. He stated that lessening this gap between tech expectations and the reality of eLearning is a potential way to get a program off the ground.