online training

Why does not an online training course find takers?  

E-learning is reskilling the world, but there are still some loopholes that cause learners to cringe from such courses. The employees are also reluctant to take up such a course because they must complete them in their off-time, which is not acceptable. But even if they are allowed to take the course during office hours, they still might be reluctant. Therefore, when an e-learning company adds the much-needed elements to the course, then it can provide its learners with contentment and boost its target of delivering knowledge. These are the reasons why a course fails to score with its learners. 

  • Too easy or too tough to understand:

Online training courses are not taken up by employees because sometimes the course’s difficulty level does not match their understanding and vice versa.

Hence, the course creators must run a trial run of the course with a select audience. After this run, if some audience gives any negative feedback, then some extra modules can be included to increase the comprehensibility of the course for the less advanced learners.  Even if the online training course is too slow for advanced learners, they don’t have to finish it as late as the less acquainted learners. They can finish it early and signup for the next course. 

  • Lack of videos, especially when the content is for millennials:

There is a lot of difference in the learning abilities of the millennials, who have grown up watching videos on YouTube. Hence, it’s important to study the demographics of the target audience before designing any course. Videos in the form of picture slides with transitions in between and voice-overs given by a narrator or one including animated characters can be included for the millennial learners.

Moreover, people feel empathic when a video has characters that look like them and are facing similar work-related problems. There are a lot of SaaS-based tools through which you can choose cartoons, their expressions, and motions and include them in the videos. But there is a need to prepare a storyboard so that such cartoons can be used as characters for effective storytelling. 

Movie clips can also be included in the learning videos effectively. You can get small clips by editing a large movie through Aftereffects or Premier. Video clips from royalty-free sites can also be used for providing a winning quality to the course. 

Slow loading speed of the e-learning videos is what the e-learning testers need to check out for because it can force the learners to start reading documents or play games on the PC. 

  • Lack of testing:

Some online training modules don’t get the level of completion that they should because they lack usability. Hence, testing before launching them is quite important. Make sure that the users know how to attempt a drag and drop test. But if they can’t, they must get access to an FAQ section for resolving their trouble. Most of the time this section has long sentences and the users find it tedious to go through it and hence its content needs to be reviewed. There is an alternative way too for guiding not so tech-friendly employees about course navigation. Screencasts can be included in the course for such learners, in which they learn how to navigate through it. Such demos should be comprehensive but short, not more than 1-2 minutes. 

  • No internet:

A very big problem with online training is most of the time the internet connection is slow. The employees are working from home, and their Wi-Fi is getting used by kids to attend online classes and watch OTT. Employees don’t want to use their Phone data because it’s costly. Hence, the companies should either be willing to reimburse the employees’ consumption of mobile data for them to pursue an online training course. Or make sure that the course is available offline and the course should only require online access when the employees have to interact with the instructors or add homework files to the LMS software. 

It is not always correct to assume that online training can make the employees perform. The workers might not be giving their best because of lack of motivation like financial stability and not because they do not know their jobs. Therefore, the management must have conducted a thorough needs analysis because the workers cannot be trained for the skills already possessed by them.

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He was a German psychologist who is known for discovering the forgetting curve. According to this curve, the biggest decline in memory happens within 20 minutes, and then 1 hour.