eLearning has gradually evolved to a large-scale industry over the last few years. 2017 witnessed reinvention of various learning technologies and allocation of more budget and investments in eLearning programs, learning management systems, and various educational tools for training employees.

A similar shift was observed in the learning and development departments of various organizations in 2017. Trends like mobile learning, social learning, microlearning, etc., are expected to continue evolving eLearning experiences for learners in 2018. Organizations will also explore new opportunities and approaches such as artificial intelligence, interactive video-based learning, etc.

Learning Trends in 2018

In this blog, we will talk about the top custom learning trends to look out for in 2018.

  1. Augmented Reality (AR) and Virtual Reality (VR)

In 2017, AR and VR were quite popular as training implementation modes. Although virtual reality has been out in the market for some time now, augmented reality and mixed reality are expected to bring new possibilities in creating deeply engaging learning content. Traditionally used for gaming and movie experiences, AR and VR can bring about a paradigm shift in the way learning takes place. While VR can be effective in teaching skills and risk-management tasks, and performing complicated actions, AR can be a game changer in providing just-in-time learning. These scenarios will be helpful for learners who want to learn more about tools, technology, or devices. Scanning a QR code can give them instant access to the desired piece of information.

Both VR and AR will contribute towards the betterment of training and development, and simplify onboarding processes, thus resulting in easier collaboration among teams and remotely based employees.

The reducing costs of wearable technology will be an added advantage for organizations who wish to explore AR and VR possibilities for immersive learning for their employees and learners. We may also see various other applications of AR and VR throughout the year.

  1. Gamification and Game-Based Learning

Gamification is one of the biggest trends in the eLearning industry today. It is becoming a quick and easy way to engage learners, get them on board, and help them reach their goals faster. Learners can practice real situations and challenges in online environments to develop skills. In 2018, organizations will continue to invest in developing gamified training courses to keep their learners engaged and retain interest in learning with fun. Gamification has set new standards of delivering learning experiences that are smoother and more relevant to learners.

  1. Artificial Intelligence

The use of Artificial Intelligence in improving the learning experiences of learners is an interesting wave to watch out for in 2018! With iPhone bringing Siri (chatbot) to assist its users, people are keener to see and interact with more chatbots and intelligent assistants. 2018 will be an interesting year where chatbot conversations may become ‘real’ with evolving applications of artificial intelligence in the eLearning and training space.

  1. Microlearning

2018 is expected to be the year of content that can be readily consumed within a regular working day. Bite-sized learning will ensure delivery of training with a targeted approach that is more objective-specific and does not demand a long commitment from the learners. Microlearning encompasses a range of learning techniques such as short games, videos, quizzes, or interactive infographics. It is now expected to become a mainstream method for corporate training, instead of remaining just a supportive learning solution to eLearning. In 2018, microlearning can be seen as a potential training delivery method that will blend with a focused approach on experience-based learning and performance support in corporate organizations.

  1. Digital Learning—Webinars

Webinars have been in play since the past couple of years. However, what has changed is the way organizations are utilizing webinars to train their employees for an in-depth understanding of their products and services. Conducting demos to educate teams, clients, and end-customers through multiple batches or sessions of webinars will be a good trend to watch out for in 2018.

  1. Social Learning

In 2018, social learning will continue to be an add-on for keeping learners engaged via interactive and sharable learning content. Features in Learning Management Systems like digital badges, leaderboards, course management, learner performance tracking, advanced analytics and reports, etc., will provide meaningful data for customization and personalization of training based on learner-needs. Providing learners with the ability to interact and compete with other learners on training will boost learner engagement and keep them motivated to hit their training goals on time.

  1. Content Curation

Delivering the right content to the right learner in the right format is the key to effective training. Content curation will be as powerful in 2018 as it was in 2017. It is here to stay, to give learners the right learning experience through custom and responsive learning solutions. Curating content is an integral part of any learning and development strategy to build a strong learning culture across the organization. Content libraries augmented to ensure learners have everything they need to know at one place will lead to knowledge sharing, better collaborations, and innovation across teams within the organization.

  1. Interactive Video-Based Learning

More engagement, more involvement, and more learning is what 2018 will witness through interactive video-based learning. Involving learners in learning videos and engaging them on internal sites and networks with video content is an effective way to make learning happen. With the increasing consumption of video content, we can expect more video sharing activities among employees. Live streaming through video platforms can also be a good aid for training in 2018.

  1. Workforce Enablement

Organizations are now more concerned about employee productivity and are exploring methods beyond automation. Workforce enablement is a crucial focus area. It will drive organizations to bring in employee engagement and training programs to keep them motivated and to build a learning culture at the workplace. Short attention span has been impacting knowledge retention among employees, thereby hampering their productivity. So, it is important to constantly motivate employees through regular interactive training sessions in the form of discussion forums, group chat sessions, etc. Constant learning interventions for workforce enablement will be a strong trend to keep track of in 2018.

  1. Open Platforms (LMSes)

LMSes and open platforms are expected to evolve in 2018 and become more flexible. LMSes are expected to facilitate easy integration with other systems and support the niche learning-delivery requirements of an organization. High-level customization to support specific needs of learners is a trend that we must look out for in 2018. Personalized learning will become easier with surveys and advanced analytics providing detailed insights about learner behavior.

  1. Performance Support

Development of learning aids based on conclusions drawn from analytics and reports of learner performances from an LMS will stand out in 2018.  Providing and managing training on the job for employees will be improved through performance support. Extending the formal training to employees while on the job will become easier through performance support. Creating a backup of employee knowledge and skills and using it for effective formal training to achieve job goals will be yet another trend to watch in 2018. Learning and performance support tools like Knowledge Reinforcement Tools, Sales Enablement Platforms, etc., will flourish. These will enable employees to perform tasks without any help from external resources, especially during the absence of formal training for new hires, thereby reducing the overall training time.

Over the years, eLearning has gained popularity with the advent of new training techniques and methods. Online learning has a promising future in 2018, as portrayed by the custom learning trends that we have mentioned above. These will drive new concepts and methods of training and development in organizations.

What other trends do you think will flourish in 2018? We’d love to hear your views in the comments below!

The eLearning industry has significantly grown in the recent years as a medium for training employees. eLearning hasn’t just enhanced the accessibility of training, but has also resolved the challenge of limited attention span in humans with its bite-sized training modules that are easy to digest.

Pharma companies have incorporated numerous technologies to train their employees and eLearning has proved to be the most reliable of the lot. This is because it is scalable as well as instantly accessible to a large set of audience, regardless of their location.

Pharma companies are governed by certain laws to ensure safety and efficacy of their products in the market. Hence, the industry demands its professionals to get trained on aspects such as Standard Operating Procedures (SOP), Current Good Manufacturing Practices (cGMP) and safety and environment training. They must also stay updated with prevailing industry trends. As training in this industry is a continuous process, it becomes necessary to keep a record of all the trainings conducted for the purposes of a detailed audit. Also, such non-compliance can lead to legal troubles for these companies.

Here are some of the key benefits of eLearning in the Pharma industry.

Training a Mobile Sales Team

Training a mobile sales team

Sales teams are primarily engaged in fieldwork and this makes it difficult for them to acquire knowledge on the go and access a training course at the time of need. However, eLearning has brought training to sales professionals in a much easier manner. Useful information and key updates can now be easily accessed any time. eLearning has therefore proven to be a cost-effective means to meet the continuous learning needs of sales teams in Pharma companies.

Compliance Training

Compliance Training

The Pharma industry is an extremely regulated industry where all procedures and processes need to conform to globally accepted norms. With eLearning, all these compliance trainings, safety trainings, etc. can be easily delivered to the employees online. Even if these trainings are conducted in classrooms, having them accessible online can make future referencing easier.

Customer Training


eLearning has also enabled Pharma companies to provide free learning courses to customers who would like to know about the processes and products in this industry. These could be the end customers, general public, or specialists. eLearning has now made it very convenient to reach out to a multitude of learners.

Maintaining and Updating Training Materials

Maintaining and Updating Training Materials

eLearning has ensured that Pharma professionals can access the latest trends and information about the industry at any given time and from any location. Effortlessly adding the latest information to these courses has helped learners leverage additional learning opportunities.

Automating Retraining and Certification Programs

Automating Retraining and Certification Programs

eLearning helps learners to take courses multiple times and even go back to the courses that they left midway. Automating these courses and certification programs with the help of a Learning Management System (LMS) also brings healthy competition within the team, and thereby increases the productivity of the employees.

Besides these, there are various other advantages of eLearning in the Pharma industry. An LMS can also offer numerous benefits and contribute towards regular employee trainings and engagement programs.

To know how we have helped Pharma companies grow their sales and improve employee training, connect with us today.

Times have changed and so have the needs of learners and their learning patterns. eLearning has brought learning to people at a speed that ensures flexibility in terms of self-paced learning, and adaptability while accessing information and training material on various devices. While online training has ensured easier ways of training, poor course completion rate is an issue that cannot be neglected in corporate training. Today, organizations are always on the lookout for ways to improve comprehension and retention levels of their employees, and this is where micro-learning plays a significant role.

Nowadays, as millennials form the majority of employee strength in any organization, their training needs should be looked after as well. These millennials demand training that is informal, customized to their needs, accessible on demand, and available in interactive formats.

Basically, an average learner cannot retain focus for long and has become accustomed to consuming small pieces of content in shorter bursts of time. Therefore, as corporate training requires knowledge retention among employees, micro-learning is an absolute tool that facilitates this by helping them digest important information in small chunks.

So, here are five reasons to opt for micro-learning for corporate training:

  1. Effective learner engagement

Effective learner engagement

Considering the attention span of humans is as short as eight seconds (lesser than that of a goldfish), it is a challenge to provide important information to employees that can be easily digested and retained for a longer duration. Micro-learning enables employees to learn in stretches of 3-7 minutes, which matches the working memory capacity and attention span of humans. Moreover, these short modules can be effectively accessed on tablets and smartphones. So, with more and more corporate organizations opting for mobile learning, the demand for micro-learning is also increasing.

  1. Just-in-time access to information

Just-in-time access to information

Micro-learning is the ideal way to provide just-in-time training and information to employees. These micro-learning modules can be of great support for teams that are a part of fieldwork. For example, sales, offline marketing, technical support, machine or system installation teams, etc.

  1. Personalized learning

Personalized learning

Micro-learning modules are designed to cater to the specific needs of learners. Offering solutions tailored to the requirements of employees via micro-learning makes it a more personalized learning process. This is because they can specifically choose what they need and proceed with the training course accordingly, without investing their time on modules that are not relevant to their work.

  1. Multiple ways to use short modules of training

Multiple ways to use short modules of training

Micro-learning modules created for various subject-matters can be clubbed into an eLearning course curriculum. For example, you can put CRM training modules together as an eLearning course to train sales and marketing teams on its features for process automation. Hence, these smaller chunks of information can be re-purposed, re-used, and combined as per learner requirements to provide them with effective training.

  1. Course development in lesser time and at lower costs

Course development in lesser time and at lower costs

According to Learning Architect, Ray Jimenez, micro-learning courses can be developed in 300% lesser time and at 50% lesser cost than traditional courses. Not only do they make the transfer of training more efficient, they also improve learner engagement with bite-sized interactive modules. Unlike traditional classroom training methods, it is easier and less time and resource-intensive to update digital information in micro-learning modules.

To summarize, micro-learning is the process of delivering large pieces of training in the form of smaller, digestible chunks of information. Providing training through micro-learning goes a long way in ensuring knowledge retention among employees. One of the best elements is that these tiny learning nuggets can be re-used and re-purposed based on the learning requirements, and thereby reduce the training costs for new hires and employees in the long run.

We, at eNyota Learning, deliver quality training modules that empower learners with quality learning experiences. To know how we do it, connect with us today!

How many of us have attended classroom training sessions and wanted to access the training material later for reference? You would agree that this has happened with almost all of us. This is one of the drawbacks of classroom training that we all encounter during corporate training programs. Sometimes, we wish we could go back in time to record these sessions in order to access them anytime, anyplace.

Thankfully, with time, technology has changed. Technology-enabled training programs have resolved numerous other classroom training challenges like these.

classroom training chalanges

eLearning and mLearning have enabled learners to access online training that was once restricted to classrooms. Learners can now access training courses at their own convenient time and place without any problem. Online training has made learning accessible for learners looking for information just-in-time and has effectively addressed various challenges faced by learners during classroom training sessions. In this blog, we have listed five challenges that are resolved by providing online training programs to learners.

Challenge 1: Making training material available on demand

A lot of planning goes into conducting a classroom training session. It needs to be planned a few weeks in advance. Hosting a classroom training program also involves high expense on arranging an instructor for the training. With every training program required to be delivered to learners, expenses on getting instructors keep multiplying.

Technology-enabled training programs have resolved this challenge with a single-time investment in eLearning. Online training makes training programs available on demand for learners at any given time and location, when hosted on an LMS.

Challenge 2: Training in short modules

A new study from Microsoft Corp. has revealed that the average attention span of humans has reduced from 12 seconds to that of a goldfish, i.e. 8 seconds. This highlights that knowledge retention among learners has become a challenge for training and corporate organizations. Often, classroom training is conducted for long durations. This makes it difficult for learners to digest large chunks of information, thus affecting the outcome of the training.

eLearning allows learners to access training programs at any time. They can pause when they need a break, and resume the training at another time. Learning from short videos ranging from a duration of 5 – 10 minutes makes it easy for learners to retain knowledge for a longer duration without any difficulty.

Challenge 3: Provide performance support to learners

Classroom training does not provide learners with the opportunity to work on real-life scenarios. Also, arranging classroom training sessions at multiple locations in different languages is another challenge that many organizations encounter.

Online training resolves these challenges of training employees/learners in different languages and software tools, as per the organizations’ needs. Just-in-time access to online training programs makes it easy for learners to develop skills and knowledge on any software or tools they are required to work on. This provides learners with the much-needed performance support to grow professionally.

Challenge 4: Flexible training schedule

Classroom trainings are time-bound and have rigidly fixed objectives to cover. The inflexible schedules of instructors and classroom training sessions become a restriction for learners and could prevent them from taking frequent training programs.

Online training provides a flexible approach to learners. They can opt for any course, pause it whenever they want to, and continue when they feel like. Courses that are of longer durations can be easily covered in multiple sessions, if the information is too heavy to take at a single stretch. A flexible training schedule is the challenge that online training resolves without any trouble.

Challenge 5: Training in multiple time zones

Providing training to learners spread across different geographical areas is a big challenge for global organizations. Also, getting a trainer to teach the same course in different native languages is certainly one of the biggest difficulties of conducting classroom training programs.

eLearning courses can be designed and translated into multiple languages, making it easier to train learners from diverse geographies and in any language.

From these benefits, it is evident that eLearning provides concrete solutions to all the challenges of classroom training. Be it a local company or a global organization, eLearning offers extensive and simple online solutions to learners and employees, and helps meet their learning and training requirements.

To know more about how we at eNyota Learning can help you combat these challenges through our eLearning solutions, contact us today.

Nowadays, training companies and corporate organizations have abundant off-the-shelf training courses options available to train their employees and learners. Not only are these courses readily accessible, but they are also economically available. However, as we all know, not everything that’s cheap and easy to access gives the best returns on investments. In this case, the issue is the efficiency of these courses. Although these options spoil you for choice, it is important to know if these are pre-developed or can be customized as per the learners’ requirements. In this blog, we give you five concrete reasons to invest in custom eLearning course development. Check them out below!

  1. You know your needs better

You know your needs better

There may be hundreds of authors who may have created training courses covering topics related to your domain of work, basically the topics that you may want to cover while training your employees. However, their understanding of your organization’s goals and objectives for providing employee training is lesser in comparison. In fact, these goals and objectives are unique to every other organization and hence, this demands eLearning courses that are customized to the requirements of the learners/employees. This ensures that they are more relatable and relevant to their work. On the other hand, readily available courses will not do justice to the learners for the time they would spend on these courses. These may help them develop their skills and knowledge to an extent, just like these would help the employees of your competitors. In this case, there is a negligible chance of getting an upper hand for your employees in dealing with market competition. Hence, custom eLearning course development becomes a reliable solution to train your employees for the competitive market outside.

  1. Custom eLearning eliminates the thought of ‘one-size-fits-all’

Custom eLearning eliminates

This is an inference that is evident from the first point above. An external author of an eLearning course would never know about your organization as much as you. The first-hand knowledge and information about the organizational structure, needs, target audience, etc., can be utilized to build courses that are directly related to an organization’s business needs, thereby eliminating irrelevant material that may divert the attention of your learners. For example, a training course on HR policies for induction of new employees will be of good use only when it speaks about policies related to your organization instead of general policies that are addressed in readily available training courses. Also, your organization may have a certain set of policies that may not be a part of the general training course. Hence, custom eLearning courses makes it easy for the organization to maintain clear communication with their employees.

Also, custom course development can save the time of your employees by avoiding the need to go through topics that are irrelevant to their work. Moreover, if anytime the training requirements increase, training material can be improved as per the requirements.

Custom course development gives you better control of what information needs to be shared with your employees and what shouldn’t. This also enables you to monitor and evaluate their performance during training.

  1. Not everything is covered under the generic tag

Custom elearning eliminates

There can be some requirements of your organization that will not be a part of the ‘generic training course’ regardless of how relevant the course is for your employees. This is because no commercial course can know the exact business needs of your organization. Also, there are certain elements that no commercial courses can cater to. Hence, custom training content cannot be avoided for such requirements. Even in the case of compliance training, some customization in training content is necessary as different businesses might have varied needs even though they belong to the same industry.

  1. Knowledge retention is an added advantage of custom training course development

knowledge retention

Custom training course development requires you to gather operational knowledge from inside the company to present it in the form of a training course that enables you to understand your business processes and day-to-day operations in depth. Besides, by adding this process-related information as content for your LMS courses, you’re improving knowledge retention by capturing and storing useful knowledge and techniques used by current employees for later use by your future hires. This becomes an added advantage for the long-term success of your organization and that too at zilch additional cost for creating your own customized training courses.

  1. It’s not an option to be picked.

It is not an option

You need not choose between custom eLearning course development and pre-built commercial courses. In other words, a combination of the two works the best. The commercial pre-built courses will get the general training topics covered and custom courses will capture your unique organization requirements and competitive advantages. In fact, a Learning Management System like Abara LMS will help you provide bespoke courses to your learners with its intuitive web-based user-friendly interface.

Hence, looking at these advantages, custom eLearning course development is worth the effort and investment, as it not only resolves and caters to the current business, training, and learning needs of the organizations’ employees, but also offers long-term benefits for the organization.

Staying connected with learners after the completion of their eLearning courses is a challenge that most training and corporate companies are facing nowadays. Basically, learning doesn’t stop with the completion of these courses, and you do stand a chance to leave a long-lasting impression on your learners by keeping them engaged even after their courses are over. In this article, we present to you eight interesting ways to engage learners after completion of their eLearning course and turn them into your lifelong learners.

  1. Follow-up courses

Follow up courses

Offering follow-up courses to learners who are self-starters and driven by the idea of gaining knowledge from all directions work a great deal in keeping them connected for upcoming or future courses. These follow-up courses allow them to develop skills and improve their proficiency at their own pace. A learning management system makes it easier for you to recommend such courses to the right set of learners. LMS reports can also help you monitor their progress from time to time and thereby, enable you to provide relevant solutions like certifications to help learners move on with the courses.

  1. Live events

Live events

Hosting live events are a great way of making direct interaction happen with learners. Conducting live question and answer sessions will help them in clearing their doubts and facilitate the exchange of knowledge in real-time. Also, recording these sessions can be fruitful to help learners who couldn’t make it to the live event. Synchronizing these sessions or events with your social media pages enables learners to stay connected and informed., not only about ongoing events/sessions but also about upcoming courses.

  1. Social media groups

Social media groups

Creating exclusive social media groups for learners is highly beneficial to spark online conversations and discussions related to the courses. It provides a platform for learners to exchange valuable resource links, information, and share peer-based feedback.

  1. Self-paced certification training programs

Self-paced certification training programs

Learners love to get certified for the skills they develop and knowledge they gain through eLearning courses and training programs. Online certification courses give importance to practical skills, tasks, and topics that help learners to appear for the exam and receive certificates that can aid them in their career path. Hence, offering these self-paced certification courses based on learners’ objectives can help you engage with them.

  1. Micro-learning library

Micro-learning library

Building a micro-learning library online with bite-sized training materials and learning assets will help learners to access information in digestible chunks. This helps you in two ways:

  • It keeps learners engaged long after the courses are completed, and
  • It keeps your brand name fresh in their minds.
  1. Monthly newsletter

Monthly newsletter

Sending out monthly newsletters to your learners keeps them informed about ongoing and upcoming courses. Through this, you can also initiate new topics for discussion that can engage learners. One important thing to keep in mind here is to ensure that it inspires learners and offers them valuable inputs or content. Having special newsletters from Subject Matter Experts can be of great value for learners and will provide them with engaging and interesting content. However, newsletter emails should also allow learners to opt out of the newsletter subscription as you would not want to force them into taking interest in your learning updates.

  1. Feedback is crucial

Feedback is crucial

Learners want to know that they are heard and their inputs and opinions are valued. Online learners are more likely to engage when you request for their feedback and give importance to their opinions. Conducting surveys and sharing questionnaires are a just a few ways to gather feedback from online learners. Inviting learners to participate in online discussions for the development of upcoming learning courses can also be an effective way of collecting feedback. This will allow you to understand the areas that need improvement and thereby, enhance the quality of content and learning experiences delivered to learners.

  1. Podcasts and online video series

Podcasts and online video series

Video series that cover new topics every month can generate interest among learners to follow your channel. Uploading or linking these videos on your website can help you reach your target audience and attract new learners along with keeping the existing learners engaged. Adding schedule details on the website for the next video or podcast can further attract new learners and improve engagement.

These are some of the effective ways to inspire, engage, and interact with online learners. They will also help you in attracting new learners and keep their interests alive for upcoming eLearning courses and endeavours.

To know more about how we, at eNyota Learning, build courses to drive learner engagement for our clients, feel free to connect with us today!

How often have you thought of engaging your online learners prior to the commencement of their eLearning course?

Most trainers want to engage their learners before launching their training program for increased participation, better knowledge retention, establishing a personal connection, and ensuring a smooth learning experience for learners.

Even though the learning takes place online, trainers can still interact with their learners. From the numerous ways that are available for interacting with learners and motivating them before they take their courses online, here are seven easy techniques:

  1. Emphasize the benefits of active participation

Emphasize the benefits of active participation

Online learners opt for eLearning courses and invest their time, effort, and even money. This makes it important for trainers to share the overall benefits of taking the eLearning course. ‘Is it really worth it?’ is a common question that comes to the minds of learners before they sign up for any eLearning course. So, trainers should share the benefits and takeaways of the course before they sign up for the course and tell them what to expect. State the objectives of the course, the problems that will be addressed during the course, and how it will improve their lives with clear communication. Also, ensure that they are aware that active participation will help them achieve most of these objectives. This will enable trainers to have a clear understanding of who all are genuinely interested in the course and who may not be interested in continuing with it.

  1. Discover what motivates your learners

Discover what motivates your learners

Each one of us has something that drives us to learn and motivates us to achieve our goals and objectives. Trainers need to find such sources of motivation for their learners. While some learners might find motivation in being rewarded for their efforts, some might believe that eLearning courses will help them resolve some issues in their lives. Conducting surveys, group discussions, and online discussions can help trainers to understand what motivates their learners at depth.

  1. Involve online learners during the development process

Involve online learners during the development process

Online learners want to be heard and like to know that their ideas are valued. This makes it imperative for trainers to reach out to their learners and gather their feedback right from the very beginning. Surveys and questionnaires are effective ways of gathering inputs from learners to improve the eLearning experience for them. Involving learners and asking for their inputs gives a sense of ownership to them as their suggestions are considered while designing the eLearning courses.

  1. Share the incentive plans with them

Share the incentive plans with them

Sharing incentive plans and rewards with learners prior to the course gives them sufficient time to get excited about competing with their peers. It’s good to share these details with them in advance as learners can clear their doubts beforehand and avoid any ambiguity. Leaderboards are a good example for motivating learners to aim for higher ranks in upcoming courses. Sharing the aspects that will be considered to monitor the performance of the learners can also be helpful for learners to prepare for the course in time.

  1. Keep learners updated about the new courses and eLearning events

Keep learners updated about the new courses and eLearning events

Involving learners in course design and sending updates related to the progress of the course design keeps learners informed and their excitement alive. These updates can also be about an upcoming eLearning event, a webinar, a new upcoming course in line, etc. These updates can be shared via emails, newsletters, or meeting invites. Doing this helps trainers to create a buzz about the courses and build the interest of the learners.

  1. Reveal teasers of the course before the course starts.

Reveal teasers of the course before the course starts

Learners enjoy teasers of courses they are about to take. As it provides them some details about the course, they will be interested in knowing more about it. Trainers can add a pop-up or opt-in where learners can sign up to receive teasers and pre-launch information related to the course. Here, the trainers can reveal the course related information one by one. They might want to retain some information as a mystery to keep the learners engaged and interested to take the course. If done properly, these little snippets work wonders to engage learners.

  1. Be transparent about objectives of the course and learner expectations

Be transparent about objectives of the course and learner expectations

It is important to be transparent and clear about the goals and objectives of the course with learners as some of them may have already taken an eLearning course and might have come across some surprises, which they would not want here. This can help trainers to avoid disappointing learners and setting their expectations right before the commencement of the eLearning course. Learners should be made aware of what they must do to make the most of the course. Giving them a gist of each step in the course will help them prepare for it ahead of time. Specify how much time they should invest in each course module or topic, how often they should have group discussions, and how should they go about learning by themselves at their own pace.

These seven simple ways to engage with learners can help trainers to get more participation from their audience. It is important for trainers to reach out to their audience on a regular basis and also remain fresh in the minds of their learners to make their training a success.

For any custom eLearning course design and development related queries, connect with us today!

‘Great leaders focus on developing people’s capacities rather than their limitations.’ – Leithwood ET AL.

Organizations are run by people who are highly motivated to make things happen. The growth of an organization is dependent on its employees. In an organization, the learning curve of employees plays a major role in determining overall progress. This demands a culture of learning for all. A learning culture is an accumulation of organizational values, practices, conventions, and processes that are laid out for the development of employees on both, professional and personal fronts. These values and conventions encourage employees to develop knowledge, expertise, and competence.

Why should you do it?

Having a learning culture encourages organizations to promote continuous learning. Constant learning motivates employees both professionally and personally, as it gives them the opportunity to grow and improve consistently for the better.

Why should you do it

Here are a few advantages of cultivating learning culture in an organization:

  • The triple benefit of increased efficiency, productivity, and profit
  • Enhanced employee satisfaction
  • Motivated mind-set of employees
  • A sense of ownership and accountability among employees
  • Smooth transitions due to constant learning
  • An atmosphere of sharing knowledge and inquiring information
  • Improved ability to adapt to changes among employees

Learning can be made effective for employees when it is kept more relevant to their field of work and business. It is also suggested that you conduct collective learning exercises instead of employees learning individually. This helps employees interact and mingle better, thereby building trust, developing mutual understanding, and improving coordination within the teams. Shared learning practices enable organizations to solve issues efficiently and develop a culture of sharing knowledge and contributing towards mutual professional growth.

learning can be made effective

How can you do it?

Creating a learning culture at your workplace must start with your leaders. Since leaders are responsible for carrying out training initiatives, their support and involvement in creating a learning environment is necessary.

Here are some quick and easy ways to establish a learning environment in your organization:

  • Make training and development mandatory for all. It is important to formalize training for all individuals in the organization to ensure the learning culture forms a strong foundation within the organization. Training and development programs that are not made mandatory for employees undergo the risk of being neglected, and at times, may not even be implemented.
  • Recognize the efforts and initiatives taken by employees towards learning new skills and capabilities in the organization. Encourage other employees to also follow suit.
  • Take feedback from employees on all learning initiatives taken up by the leaders/management. Evaluating the benefits of these trainings and development initiatives will help in analyzing the ROI of efforts and expenses made on these training programs.
  • A major outcome of training is having employees who are prepared for a bigger role. Thus, it is important to encourage individuals to gain knowledge through training for their growth within the organization.
  • Formalize information and knowledge sharing as a process within the organization. This will ensure that employees who require training/ knowledge/ information for any of their tasks, get it whenever necessary.

A learning environment ensures that the employees of an organization are competitive and growth-driven. In today’s highly competitive business environment, employees are required to stay updated with the market trends and business requirements that vary from time to time. Hence, creating a learning culture will help employees outperform competitors via easy access to the necessary knowledge and skills.

Considering the recent advancements in digital technology, it is imperative for organizations to cultivate a learning environment to keep their business growing organically and achieving goals.

Business mentoring programs have a major role to play in running a business successfully. These programs bring the less experienced employees and more experienced ones together, and do nothing less than wonders. Mentors have the ability to boost learning processes by sharing their personal experiences, insights, and learning with other employees. Moreover, their valuable inputs, advice, feedback, and support are of great advantage for the employee’s learning and development.

Why do you need a business mentor?

Business mentors are required to share their experiences, and guide less experienced colleagues with valuable feedback and reassurance. Apart from this, mentors can help colleagues with access to networks and resources for their better understanding and experiences. These eventually contribute to the professional growth and career of employees.
business mentor

There are two main reasons why employees need a business mentor. They are:

  1. Mentors are always open to providing free guidance to help employees progress in their career. Mentors can help aspiring executives jump-start their career by sharing their first-hand experiences. Moreover, their crucial anecdotes and snippets of wisdom cannot be found anywhere else, but from them alone.
  2. Business mentors can be of great advantage to employees with high-potential. While employees are required to learn from their own experiences, having a business mentor will help them speed-up their learning process and make new mistakes that result in new learning. A mentor’s valuable guidance can help employees avoid epic failures, while still getting to learn lessons.

Here are five steps on how to start mentoring programs at work:

  1. Identify and State the Program’s Objectives and Purpose


Any training program requires a predefined objective. A mentoring program also has an underlying goal that should be achieved by the end of the program. This could be improving employee retention, teaching a particular skill, or an improved induction process for new hires. You must also ensure that these program objectives are well-defined, and communicated to the employees who will be a part of it.

  1. Set up a Mentor-Mentee Pairing Process


After your business mentoring program goals are defined, the second step is to pair up mentors and mentees for the program. This is a big challenge as a lot of effort is required to pair a mentee with the right mentor as this pairing needs to be ideally the best match. How would you do this? Begin with defining the criteria for the selection process. Start qualifying the mentors and the mentees, and identify the pairs based on the criteria defined.

Technologies such as apps or algorithms may be of some help to pair up employees. Ask both mentors and mentees to fill forms, and you may make pairs based on the information they provide in the forms. If you are adopting a mentoring process from another organization, be mindful that there is no standard or magic formula to pair up employees. What may have worked for the other organization, may not work for you. Hence, adapt processes as per the needs of your organization and then implement them at the workplace.

  1. Add Formal Training to the Program


Formal training activities like webinars/seminars, workshops, or online training courses should be included in the mentoring program. It lays the foundation of competencies on which the mentoring program will be created. Both the mentor and the mentee must be trained on the benefits of the program. Also, the mentees must be made aware of the skills that will be observed and developed during the program.

  1. Communicate the Program to the Participants Properly


Having defined the goals and objectives of the program at the very beginning, these then need to be properly communicated to the mentors and mentees. It will help in setting relevant expectations about the program through the right communication channels, and thereby, help in attaining the goals of the program. Make sure that expectations are managed well. To be specific, have a clear line of communication with the mentor regarding what the program is about, its purpose, and its benefits/impact on establishing the framework for sustainable mentoring programs at the workplace. Make the mentees aware of what to expect from the program and the business mentors.

  1. Evaluate the Program


Evaluation of any program is crucial for comparing the efforts taken and the goals achieved. Basically, evaluation forms the base of measuring the success of any program with respect to the objectives set at the very beginning. Evaluation factors can be measurable, such as an increase in sales, and can also be immeasurable like better employee behavior, employee competencies, etc. A business mentoring program can also be evaluated by measuring or assessing the overall organizational results. If the objective defined in Step 1 was to improve employee retention, has this objective been achieved at the end of the program? Has the attrition rate reduced? These are some of the questions that need to be answered during evaluation to calculate the level of achievement of the mentoring program.

Implementing all these steps in an orderly manner in a business mentoring program will greatly help the career progression of employees. Mentoring programs also ensure smooth employee onboarding, training, and development, besides channelizing a follow-through mechanism for any training initiative in the organization.

Hence, having a business mentoring program for your employees will contribute towards both, the employees’ development, and the organizational growth.

If you plan to implement a training program for your employees, read our blog titled Improve Your Sales Training in 4 Easy Ways using a Blended Learning Approach. If you have any queries, feel free to connect with us!

The eLearning industry has taken learning to an entirely new level in terms of flexibility, cost-effectiveness, and accessibility over the past few years. Many organizations have transformed their businesses with eLearning. Any business/organization requires trained employees for their business to grow and hence, the need for online training exists.
Training employees has come a long way from traditional training methods like classroom training. Today, training employees on various subjects and providing on-the-job learning experiences has become an automated process. However, it is important to measure its efficiency to ensure the training courses are working for that particular set of learners/employees. It could be possible that a few training courses are well-designed with excellent features but are not right for the chosen set of learners. Hence, measuring the effectiveness of eLearning courses will help training managers to decide whether these eLearning courses are effective for their teams.

What makes eLearning effective

What makes eLearning effective?
Effectiveness of eLearning courses depends on various parameters. When eLearning helps companies achieve the defined goals and business objectives such as increasing the ramp rate of product revenue, increasing the turnaround time, improving customer satisfaction, enhancing productivity and efficiency of the employees at work, the eLearning is said to be effective. Measuring the effectiveness of eLearning courses can be done by analyzing the impact of a certain training course on the learners. There lies no benefit in providing the most expensive eLearning courses to your employees if they cannot help them enhance their productivity at work and help them do well in their jobs.
Here is a checklist to measure the effectiveness of your eLearning courses:

  • The Result or Outcome
    The first in the list is to check the overall outcome of eLearning. It is important to align the outcome to your eLearning objectives. For example, employees undergoing a certain training should able to achieve certain goals as a desired outcome of the training. The eLearning course won’t be considered effective unless it fulfills the purpose as defined.
  • Knowledge Implementation
    Another aspect that is a must for the eLearning training to be effective is to measure how well the learners are using their knowledge at the workplace. Your eLearning courses must aim at not only sharing knowledge with the learners but also helping them improve their decision-making skills and responding to real-life situations likewise.
  • Perceived Learning, Skills, and Competency
    A good understanding of the learning perceived by the learners, their acquired skills and competency can be helpful in measuring the effectiveness of your eLearning training. Comparing these aspects with their previous perceived learning, skills, and competency gives a fair understanding of how effective your eLearning courses are for their overall productivity. If a considerable improvement is seen in these aspects, then your eLearning programs can be considered effective.
  • Attitude
    The effectiveness of eLearning courses can also be determined by the levels of interests shown by your learners for the program. An effective eLearning course will attract more learners for further courses as they would want to train themselves better in various professional fronts. Ineffective eLearning programs would not lead to learners wanting to take more courses.
  • Learner Satisfaction
    Satisfaction of learners also counts for effectiveness of an eLearning program. An effective eLearning program needs to be designed in a learner-centric way such that it gives them a satisfying learning experience. The knowledge shared with the learners should be relevant to their job and which can be implemented at workplace. This will enable them to assess their knowledge and improve in the required fields of work. An effective eLearning course will offer a high level of learning satisfaction to its learners.
  • Skills Acquired
    The skills acquired by your learners after taking an eLearning course has a direct correlation to the effectiveness of the program. It would be ineffective if they do not acquire any skill even after taking the eLearning program.
  • Learning Content Retention
    eLearning programs need to be designed in a way such that they are not only provide the required knowledge and skills to the learners but they also provide content that is easy to retain for a long period of time. Even an excellent eLearning course is of no good use if its content is difficult to retain for the learners.
  • Completion of Courses
    The number of learners who have taken the eLearning courses and completed it also forms an important aspect of measuring the effectiveness of an eLearning program. Many times, due to various reasons like less engaging content, lack of relevancy of content with the learners’ profiles, etc., learners do not complete the courses. When the number of learners who do not complete the course is high, it shows the ineffectiveness of the eLearning program.
  • Learner Motivation and Engagement
    Effective e-learning motivates and engages the learners. Courses need to be engaging, motivating, and learner-centric to provide them with a good learning experience. Use of graphics, videos, quizzes, and games are a few ways to keep your learners engaged to make the eLearning course more effective.
  • Cost-effectiveness of eLearning Courses
    One way to measure the effectiveness of the eLearning course is to compare the cost taken to create an eLearning course and the impact or result it has produced. If the results are satisfactory and the eLearning courses have helped the learners to improve their skills, knowledge, and productivity, the courses are termed as effective. Measuring the ROI of these courses can also help you analyze the overall effectiveness of the courses.

If you have identified similar issues with your eLearning courses or have come across certain responses of learners towards the courses you conduct, it’s time to analyze the effectiveness of your eLearning programs based on the parameters mentioned above. If you have any queries related to any of these aspects, comment below or connect with us today!

1 2 3 6