Deciding to train your company’s employees online is an important step towards success. A few preliminary steps will help ensure e-Learning is right for your budget and the organization itself. There are a few points to consider before finalizing your plans for e-Learning. After convincing management that e-Learning is the right move, you must show them everyone is ready to make the transition.
The first item to consider is to create a solid budget listing all costs associated with online learning. These costs include initial set up of a learning management system, equipment and software costs. Also consider staff time, additional salaries to cover them and any additional overhead involved. Then you must present your budget to management for approval. You will want to discuss costs versus return on investment in your presentation.
After receiving approval to the powers that be, it would be wise to size up the existing technology at your company. In order to implement e-Learning, a minimum of technology is required, such as key technologies, resources, and hardware and telecommunication capabilities. Audit your technology for up-to-date browsers, software access and available IT personnel. It is then helpful to consider the Learners’ home PC, laptops and Internet access to complement their e-Learning environment.
The next step is to focus on the Learners themselves. Are employees receptive to the idea on online training versus the traditional classroom approach? Based on this fact, evaluate if the employees taking part in e-Learning are comfortable using computers to gain training information. Are the basic skills in place in order for them to succeed in this environment? There are two possible paths to pursue. You can buy the software needed and allow employees to work independently or seek out an e-Learning service provider who can support your company on both the tools and software used. The service provider can train the administrators on using the system for trouble-shooting purposes. On-demand training is also a way to teach new employees on the spot, as well as refresh past e-Learners on the system. E-Learning seamlessly allows knowledge transfer, updates and data sharing.
Organization-wide acceptance is needed to support educational technology. Managers who are eager to find ways to improve the company’s bottom line can be integral individuals to spread the word. This kind of leadership can be responsible for supporting training projects to prove valuable return on investment. Managers can also implement a good training strategy, which includes the right hardware and software available for employees to prove the value of e-Learning.
The final proof of value in e-Learning is the Return on Investment. Managers can look at many factors to sum it up. These include increased productivity, reduced waste, and reduced training costs. This can be measured by looking at changes in the company after traditional classroom training versus e-Learning after the first year. This is because of the costs of implementing e-Learning in the beginning of the program. It is also important to evaluate employee satisfaction. Employees are no longer made to travel from home for weeks-long training sessions. Many of their e-Learning sessions can take place in their spare time from the comfort of their own homes. Employee satisfaction can easily be measured through company surveys and feedback.