Without going into specifics about your projects; from a 30,000 foot view, what problem(s) are your modules addressing for your company/employer or clients?
From my perspective, an elearning module solves (or addresses):
Supplementary information - ie. a supplement to a training course you already have
Time saver, for those who repeat information often - ie. product training
For our company, it is mostly compliance and time saving. I work for an insurance company so we offer a lot of courses on insurance products, customer service, and insurance and banking compliance.
We have yet to branch out into anything that goes beyond a basic overview and teaches new skills for advancement, but our department is only about six years old.
The company I work for is a technology provider for the travel industry with varying audiences from main vendors (airline, car, and hotel companies) to end-users (travel agents and/or consumer). Our courses (whether e-learning, virtual, or classroom) is on the products/services we provide from a functional standpoint. Generally speaking our e-learning solves/is used for:
Global reach with consistent content - Being a global company, it's important that our audience has the same information
Product Certification and Re-Certification (quizzes, simulation, etc.)
Building a foundation of knowledge for all participants and time savings with Pre-requisite course to a classroom training
Bite-size learning through our Services portal (usually 5-20 minutes long with and without interactivity)
From the HR side - We've developed and e-learning to present our company's Code of Conduct
The company I work for is a REIT that owns and operates Manufactured Home Properties.
Currently, our e-learning/training is used for:
Compliance Training
Policy/procedure training
Once we complete these courses (converting most of them from instructor led to e-learning), we are going to start creating our own leadership programs and other courses.
Besides compliance and policy/procedure training, what other types of e-learning courses are you guys developing?
I think eLearning can be used to replace repeatable training of any kind (or at least supplement some). So any kind of new employee orientation. I worked at this insurance company that had new employee orientations. Because the VP's of each department had to be there to present it sometimes took over half a year to get the meeting booked. If you got hired at the wrong time, you would have to wait a long time for your invite. Think about getting that together in a nice, time saving package....no quiz required, just really relevant content accessed just-in-time.
Procedures are one thing, but what about the right attitude? How to interact well with others? Even short e-learning scenarios (video?) that ask the learner to make decisions based on personal preference - opportunities to address morale issues, harassment, motivation. - and clarify how company "policy" matches up with learner values.
So in addition to compliance and policy/procedure training & the items that Jeanette listed:
- Anything that needs to be repeated over and over at a company/by an individual in any industry. - unless a Quick Guide is a better solution.
-Modeling behavior, or getting learners to examine and experience (and choose a course of action) in difficult situations without the pressure or intimidation of others.
4 Replies
For our company, it is mostly compliance and time saving. I work for an insurance company so we offer a lot of courses on insurance products, customer service, and insurance and banking compliance.
We have yet to branch out into anything that goes beyond a basic overview and teaches new skills for advancement, but our department is only about six years old.
The company I work for is a technology provider for the travel industry with varying audiences from main vendors (airline, car, and hotel companies) to end-users (travel agents and/or consumer). Our courses (whether e-learning, virtual, or classroom) is on the products/services we provide from a functional standpoint. Generally speaking our e-learning solves/is used for:
The company I work for is a REIT that owns and operates Manufactured Home Properties.
Currently, our e-learning/training is used for:
Once we complete these courses (converting most of them from instructor led to e-learning), we are going to start creating our own leadership programs and other courses.
Besides compliance and policy/procedure training, what other types of e-learning courses are you guys developing?
Thank you Dale, Jeanette and Eric!
I think eLearning can be used to replace repeatable training of any kind (or at least supplement some). So any kind of new employee orientation. I worked at this insurance company that had new employee orientations. Because the VP's of each department had to be there to present it sometimes took over half a year to get the meeting booked. If you got hired at the wrong time, you would have to wait a long time for your invite. Think about getting that together in a nice, time saving package....no quiz required, just really relevant content accessed just-in-time.
Procedures are one thing, but what about the right attitude? How to interact well with others? Even short e-learning scenarios (video?) that ask the learner to make decisions based on personal preference - opportunities to address morale issues, harassment, motivation. - and clarify how company "policy" matches up with learner values.
So in addition to compliance and policy/procedure training & the items that Jeanette listed:
- Anything that needs to be repeated over and over at a company/by an individual in any industry. - unless a Quick Guide is a better solution.
-Modeling behavior, or getting learners to examine and experience (and choose a course of action) in difficult situations without the pressure or intimidation of others.
Take care,
Anna
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