How to Implement a Great Training Program

• Clinton


• 19 Jan 2015

Getting started with E-Learning can be fast and easy!

Hello, and welcome to the first post in our series on implementing a great training program! Whether you’re just beginning training at your organization, or you’re looking to refresh your current one with modern tools and techniques, this series will help guide you there from start to finish.

These posts, which will be a multi-part series, will cover a general overview of the important steps, as well as the details specific to working with our Learning Management System (LMS). While the majority of these steps will apply to most learning management systems, if you don’t currently use Edmego, some of these features may either require different steps, or be unavailable to you.

Here’s a general outline of what we plan to cover:

Step 2: Set goals and plans for your training program

• Ask, why are we doing this? What’s our estimated ROI with training? How can it help reduce liability?
• Who is in charge of the implementation? Who are the primary users?
• What aspects will you need to consider? What content will you purchase, create and use?
• When is the estimated completion date of the implementation? How quickly can we start?

Step 3: Become familiar with the tools available to you

• E-learning terms, such as SCORM, AICC, etc
• Existing tools, such as Powerpoint, Articulate, i-Spring, GoToMeeting, ShareX/Camtasia Studio
• LMS features, such as calendars, course authoring, document sharing
• Existing sources of training content, such as pre-existing course providers, stock photo providers, voiceover professionals, etc

Step 4: The top 10 biggest mistakes in online training programs, and how to fix them

• Using the wrong kinds of training for some uses (e.g., compliance assurance using videoconferences doesn’t guarantee understanding)
• Allowing slide skipping with a too-easy quiz, or disallowing slide skipping on very difficult content, or a mix of them
• Boring content, such as businessmen shaking hands and graphs pointing up
• Low-quality content, such as 240p screen recordings with cracked audio
• Misspellings or factual inaccuracies, which heavily detract from the course’s credibility
• Assigning the wrong training to people (management taking janitor courses, etc)
• Standing still, becoming complacent in your training practices–e.g., sticking with the same LMS or content or features for 10 years

Step 5: Beginning implementation – Structuring and set-up

• Adding documents to your shared repository
• Adding courses to the LMS
• Adding employees to their respective roles and groups, and assigning permissions

Step 6: Ongoing training

• Company events, live training, conferencing, requesting assistance, adding more courses, etc

Step 7: Performance review and management

• How to run reports on existing training
• How to test for existing deficiencies in your organization — Quizzes, mystery shopping, surveys
• How to correct underperforming sectors

 

These will all be written and published in the upcoming weeks, so stay tuned!