Category: eLearning

28 Nov 2022
Elearning for companies in modern manufacturing

What should be elearning for companies for sales?

Training is an important issue for companies because it can fix so many things for them.

Hence, they need to do competency based upskilling for employees and vendors to get the best productivity for them. The elearning for companies must consider the competencies needed for various jobs. Such reskilling is also needed because digital changes are happening very fast in recent years.

With companies relying on resellers like ecommerce marketplaces and offline retailers to sell their products, they can’t ignore the need for training them. 

How to train offline retailers?

These days’ companies are setting up shops in every part of the world to increase their products. Hence, Companies need to ensure that the offline Retailers must know the USP of your product. It’s because when they don’t have an idea about the same, they can’t sell the product.

  • Persuading customers to buy the product:

A retailer’s job is an extensive job that includes ensuring that the customers are canvassed about the product. When the retailers have not been given proper training, they might not be able to persuade the customers. In that case, the customers can only buy when they have comprehensive knowledge of the product based on their own research.

Sometimes, a retailer’s job includes creating a market from scratch for the products through promotion which can be done after research has been conducted on the product for a particular region. If the customers face any problems with the products stopping them from buying them, it’s the retailers’s job to rectify them through the company.

The companies need to have proper training materials that are shared on the LMS in time, and the learners can access them. They can consult them on time to make sales happen because any lapse on their part can cost the company in terms of a lost deal.

The elearning for companies must ensure that retailers have a positive attitude toward their work. They can be trained in skills, but showing empathy for customers’ needs is also crucial. Also, they should have a penchant for helping others. Hence Training to have the right attitude is quite pertinent in this regard.

The retailers form a link between the manufacturer/company and the consumer and ensure that the post-sales service of the products is seamless because any glitch not removed in time can affect the brand’s credibility.

With proper assessments included in such elearning for companies’ courses, the trainers can gauge whether training has brought about the necessary change in the attitude of the retailer. The elearning for companies is not an easy job because it has to ensure that various learners are accommodated.

  • Proper advertising:

The retailers are also responsible for the packaging of the product. 

Hence it must include promotion and merchandising training for store owners and product service training for the other personnel. Role plays can be incorporated to make learners understand how their roles affect the sales and hence how they should carry them.

Therefore the manufacturers must ensure that in their Elearning for companies’ platform, they have sufficient resources for the retailers.

How to impart training for selling products on an ecommerce marketplace?

Companies are now relying on an ecommerce marketplace to get ahead in the market. Some of the businesses can’t afford to have tie-ups with logistics aggregators and payment processors and hence decide to sell their products through an ecommerce marketplace, which charges a monthly fee for their services. These websites have all the arrangements for displaying products. They also ensure products are delivered on time and picked for returns too. However companies need to train their marketing personnel in the following ways for maximising ROI through an ecommerce marketplace:

  • Choosing an ecommerce marketplace:

Using an ecommerce marketplace is an economic option for businesses because they can’t keep so much stock ready for them all the time. With an ecommerce marketplace to handle all their hassles, the products can be arranged when the order is placed.

The manufacturers need to train the management on how to choose the right kind of ecommerce marketplace for their products. It’s because the marketplace might only be focused on a single product category or even selling products of related categories. They also need to understand how the brand pages are shown on the website because it can affect sales.

But the manufacturers must ensure that their sales team has been trained to handle any customer issues that arise afterward. The manufacturers can use chatbots to help customers with any issues. However, when the customers rely on the sales team and when adequate support is not offered to them after the product has been delivered, they can get irked and don’t order again. 

  • Product assortment on such a marketplace:

The management also needs to decide whether it wants to showcase all its products on an ecommerce marketplace or not. Sometimes, it’s better if high-end products are not shown on an ecommerce website but rather put up for sale on the manufacturer’s website only.

The management of a manufacturer’s brand has to make such product assortment decisions because the customers might form different opinions of the brand. The product assortment also depends on how a digital marketplace is performing in terms of sales. When a manufacturer decides to choose a certain marketplace, it also has to decide whether it’s offering value-added services like digital marketing, including sponsored ads on social media.

For example, whether a certain marketplace is sending out regular email campaigns to potential customers whenever a brand comes out with a new product. So, the management can only make such strategic decisions when it has been trained through e-learning for companies. 

18 Nov 2022
elearning for companies

How to create personalized employee-based elearning for companies?

Emotional intelligence is at the crux of any employee elearning program today. This kind of intelligence is the power over your emotions and how to use them intelligently to get rid of stress and understand others better. When elearning programs use this factor, they can be created effectively for easier understanding. With emotional intelligence, managers can comprehend the feelings of their employees. 

Taking into account the emotional intelligence of employees, the elearning for companies can be created in a more learner-centric way.

For example, personalized learning is important when soft skills training needs to be imparted to employees because it has to be differentiated as per the seniority level of an employee and requires developing an emotional aptitude by the learner. But compliance training can be the same for every employee because it’s based on company laws.

Why is there a need for personalized elearning now?

The world of technology has significantly altered in the last few years. It’s no longer the same with the information search done so expediently, all possible with the help of search engines. The companies have to start understanding that the new resources before them are Gen Y and Gen Z, who are tech-savvy. It’s because now learners simply need to enter a term into the search engine to get its meaning.

Hence the employees need to have all the information as easily accessible to them as possible. Personalized learning supports this ease of access by ensuring that employees see the content recommendations based on what they have seen previously.

For example, just-in-time modules capitalize on the needs of employees. They feel supported and motivated when they find the content needed at the right time.

This is how the personalized elearning can be provided:

Have short modules: Microlearning does not seem burdensome to employees because they can watch the session without neglecting their tasks. Microlearning helps learners in avoiding irrelevant information because it’s need-to-know based.

Involve the employee: The employees must be encouraged to take a course. It’s the responsibility of the managers to check whether the employees are encouraged to do so by checking with them regularly whether they are finding the course feasible.

So elearning for companies can only yield results once managers talk to the team once a week about the course.

Use learner personas to engage employees: Elearning for companies also needs to understand what the employees need to learn because, with content that is not meant for them, it’s tough to get them interested. Therefore, Learner personas are critical to delivering effective results.

Without such personas, companies can’t deliver personalized learning. Such learning personas can include all the information about a learner, like his past knowledge, educational background, and relevant skills. The employees can also be asked about any specific skill-related issues they face and their long-term career plans.

The personas can be created after interviews with their managers about what skills are lacking in a learner. Hence, businesses need to understand what kind of upskilling is required by an employee and create content based on that. For this, they also must assess any previous knowledge of an employee and provide him with content based on these needs. With content not presented this way, employees get impatient learning what they already know. With learner personas, it’s easy to provide personalized content suggestions to learners using artificial intelligence algorithms.

Use current job profiles to gauge the needed skills: The employees also need to get content suggestions based on their current job profiles. The skill mapping tool helps employees discover the relevant skills for an employee, and their learning journey can be decided based on it.

To explain further, the elearning for companies can’t just be prepared based on a generalized manner. When serving in different industries, every customer service manager can’t be expected to have the same skills. Such skill mapping also must factor in the present skills of an employee. Although two employees might work in the same department, they require training for different skills. 

What is Skills-based learning?

For example, an employee might be having problems with cold-calling, which requires calling the lead at the right time when he is free to take the call. Also, some research is required on whether the lead will be interested in the product/service because otherwise, the efforts can go to waste. But another employee might be having issues making a prospect interested in watching a product presentation. It is called ghosting when a prospect is trying out other sellers and avoiding you. To prevent it, it’s better that the second meeting explaining the product is not scheduled too late after the first introductory meeting. If a product presentation can’t be held immediately, ensure that follow-up emails or calls are done to keep the prospect excited about the product. Hence the learning paths of both these employees will have distinct skill requirements, and their content suggestions should be based on them. This is where artificial intelligence helps.

Revise the content per the requirements: The iteration is also an important component of the L&D cycle. Technology is evolving at a rampant pace, and the work environment is also changing rapidly; hence employee feedback is needed. It only helps in determining how the training must be changed.

The training that was relevant maybe months ago is obsolete now. When the training fails to keep up, it does not deliver the intended results. Hence, elearning for companies must know how to adapt training to the changes in the environment.

Timely learning intervention: Learning interventions need to be devised where the employees need them the most. An employee must be given content suggestions based on if he has failed in an assessment after a certain module, then he should go through the module once again, whereas other employees can proceed.

This is how personalized learning can be used to have the best elearning for companies.

11 Nov 2022
mobile learning solutions

What are mobile learning solutions? 

Mobile learning solutions have become resourceful for businesses today because many employees have deskless jobs these days. Today, learners can’t be expected to sit through training sessions, and neither the companies have budgets for classroom training; hence microlearning nuggets delivered through mobile learning solutions are imperative. But the companies have to check whether such learning solutions are up to the mark.

The biggest consideration when coming up with these solutions is to see whether the users need to access the learning solutions outside the office or their homes in a non-conventional environment. And the other problem is whether such locations have internet availability and if not, how learners will access the courses.

Mobile learning solutions are also advantageous because most Generation Z population use smartphones to learn.

So, companies are missing out on a major chunk of learners when they are not providing mobile learning solutions. 

Uses of mobile learning solutions

The Smartphone based learning solutions are extremely useful for employees to catch up with any changes at work through training. With mobiles, employees can be updated about any changes in company rules. They can be immediately notified about the same through push notifications.

Such learning solutions can be watched on any moveable device, irrespective of whether there is an internet connection. So, the users can use a mobile player app and watch the downloaded course on it.

When the viewers watch the mobile learning solutions in an offline mode, their usage can’t be tracked, but when they are on the company’s LMS portal to download such videos, the company can definitely get an idea of the downloaded content. If a certain employee has not logged on to the company’s LMS to download any of the videos, it means he is not browsing the content. The company needs to take measures to encourage such an employee to participate. LMS portals must have the feature that the employees can add all the data regarding scores in quizzes. If there is no feedback feature, the companies cannot know whether the learner has watched the video also apart from downloading it.

If an employee has not given any feedback regarding a simulation on a mobile app or added the quiz scores related to it on this LMS portal, this clearly means he has not seen the simulation. Such behavior of an employee must be acknowledged; otherwise, a company cannot benefit from mobile learning solutions even when they are available in an offline mode.

Apart from videos, such learning solutions include podcasts, which are also effective means of training. The users who prefer reading rather than listening or watching can also download training guides and watch them offline. 

Such learning solutions are useful in multiple situations, such as compliance training and onboarding of employees. The company needs to collaborate with an elearning vendor to ensure that the mobile learning solutions are customized. There might not be the right kind of professionals in the company to handle the preparation of such content. The companies need to work with L&D Vendors who have the creativity and the IT caliber to design such solutions.

Mobile learning solutions offer the advantage that they provide excellent onboarding solutions for companies that don’t want employees to slow down the pace of others. By providing them with mobile-based learning, companies can ensure that freshers can watch the processes without disrupting their flow of work. By hiring an experienced elearning vendor like us, concise mobile learning solutions can be offered to new joiners so that they only grasp the essential knowledge. 

Mobile learning solutions vs. mobile apps

The user also might not have much space on his phone to store the app. Any organization that is opting for such apps puts its learning plan at risk because of problems that can arise in the app’s functioning. 

Mobile learning solutions are a much better alternative to mobile apps because the latter frequently crashes, causing inaccessibility for the user. The users might have trouble using the app due to glitches also. Their organization might also be unable to help them due to the lack of constant IT support. So, the organizations which are buying such android or iOS apps need to have consistent IT support. 

03 Nov 2022
rapid elearning

What is the meaning of rapid elearning development?

Elearning is now happening everywhere due to the fact that it is accessible in every part of the world. It is a much better option than ILT, which requires so much time consumption from students. But, organizations today need elearning content faster because of the changes in regulations. They can’t wait for months to roll out a new course, which is the case with elearning.

However, Rapid elearning allows content creators to create lessons in a brief period rather than spending months like in Flash based elearning. But this does not mean that this kind of elearning does not adhere to quality standards. It also has a story boarding process, much like elearning.

Although rapid elearning is fast, it does not mean it skips on usability and has a tough navigation. Rapid elearning tools ensure that the course’s testing is done simultaneously so that it’s completely navigable.

Thus, this rapid elearning process is iterative, i.e. if anything’s wrong, it is corrected at the same time rather than waiting for the project to get completed for the review to happen. 

How is rapid elearning so fast?

Rapid elearning process achieves time-saving by ensuring that the SMEs are asked for in the early stages of the project so that they don’t have to spend much time afterwards. It sets up learning objectives to not cause any conundrum later. The SMEs decide learning objectives along with a company’s stakeholders before the preparation of course is started so that the learners don’t have any issues attaining the organization’s learning goals. The instructional designing theories are used just like traditional elearning keeping the adult learners in mind.

Before the development process is started, a prototype is given to the client after finishing the design process. If the client finds any problem with the prototype, then the design process happens again based on his inputs.

Why was elearning slow earlier?

Elearning was not rapid when this process started because it used PPT slides earlier, which don’t have much scope for customization. After all, HTML5 programming could not be done. These slides had very limited scope for animation, which isn’t the case with templates of authoring tools. Also, before the development of elearning authoring tools, there was the use of Flash to create videos which were then uploaded to LMSs. With the humongous use of mobile phones, Flash was no longer an option to create videos because the content created on it wasn’t mobile responsive, whereas the HTML5 content can adjust itself according to the screen size.

 Is rapid elearning good enough?

It also uses existing course materials like class notes and PPT slides, if any. But it definitely does not create any interactivity using complex programming; instead, it uses the built-in gaming templates present in the authoring tools. Although rapid elearning does not have intricate games, it does not mean it’s not interesting for the learner. The authoring tools have a lot of content based techniques, due to which rapid elearning creates thought-provoking courses for the user without including tedious games. These techniques include comic strips to explain the concept to the users through vivid storytelling incorporating talking characters with perfect facial expressions and hand movements. These courses can even be personalized to ensure that the first names are used for the learners, which can be found by creating forms for the user and asking them for their details. Rapid authoring tools have facilitated rapid elearning because they can help the content curators customize elearning templates rather than creating from scratch in HTML. They also have asset libraries which make it simpler to use vector characters in such courses.

What’s the need for rapid elearning?

Apart from the benefit of a faster turnaround time, another advantage of rapid elearning is that since it’s mobile responsive, it can fulfil the needs of a wide target audience which include Gen Z also, which uses their Smartphones to learn. These courses have all the ideal components to grab the attention of a distracted learner, including GIFs, infographics and Flash cards.

Rapid elearning is useful for organizations that have to train their employees by a certain deadline. In this case, elearning authoring tools are also used for question-based templates. Such tools can also be used to record and combine screencasts with animation-based videos.

17 Oct 2022
product training

What is SaaS product training?

SaaS software is getting rapidly prepared in the market, so businesses can derive the maximum benefit from using them. But the customers need to be taught how to use such software for an extraordinary experience.

When the customers cum businesses cannot find the benefits of using the product, they can shift to the competitors. Hence, software development companies must have proper tools to ease the onboarding of their clients, including product training.

They must provide screencasts to users, including simulations about what issues they can face while using the software. A screencast-based simulation with proper hover boxes and voice-over can help customers understand how to use the software for certain functions.

Although the users need captions on how to use certain software features, they should be concise. Also, product training requires collaboration between software developers and subject-matter experts of the elearning vendors because the former is aware of why the particular software is required.

After the SMEs understand how the software works, they can help the SaaS companies prepare apt product training videos with a usage-based flowchart. Elearning companies in the US have complete expertise in preparing such videos for a lasting impact and maximum attention span.

Why is SaaS product training important?

  • Help customers:

    Companies must implement such product training videos because they can’t always expect the customer support staff to answer the SOS calls.

    It can be due to different time zones between the SaaS vendors and buyers and the lack of availability of solutions with the call center executives. While preparing such product training videos, the SMEs can also get help from the support staff in knowing the problems customers face while using the software.

The aim of any SaaS product training video tutorial is to make sure the customer can easily use it, rather than advertising it. If the product training video fails to address such concerns, the product can see a lot of leads getting lost, i.e., prospective customers who don’t buy the product.

  • Aid the CSR’s: Such videos are helpful for the end customers and sales reps that don’t have time to contact technical support during the calls. Also, the documentation does not ensure maximum retention for them, unlike product training tutorials. So, such videos can ensure the minimum call drop-off rates.

The waiting times are lower due to the sales reps answering the customer queries.

How can elearning companies USA help in creating such product training videos ?

The SMEs of elearning companies USA provide a valuable contribution when they use storytelling to encourage the audience to watch the video in the end. Since storytelling is used at the beginning, followed by screencasts, the audience of such videos is hooked. They feel inclined to continue with the video. That’s why screencasts are not enough to make the audience check the video.

Storytelling containing 2D vector characters allows the audience to relate to the video because they show the situations faced. The ideal storytelling simulation starts with a problem and how it can escalate into stopping work in the company, then using screencasts to show how the software can help solve the issue. They can also provide voice-based narration for proper intonation rather than using the text-to-speech option.

Elearning companies USA can also add interactive games to the video to test the audience’s knowledge. This ensures that the audience is particularly clear about how to carry out certain steps in the software. The elearning vendors know how to write the script for the video, like how to use jokes to add some humor to the video. With a joke, the SaaS vendors can connect with the audience and ensure that the latter remembers the video.

They can also help you design different videos for the technical staff of the SaaS buying companies who need to customize certain features and for the general users.

 The SaaS users should be given tooltips to check what a certain button is used for when they hover over it. The tooltips, known as screen tips, also help the user figure out software rather than consulting the help manual. In their absence, he can also waste time trying to understand what a button does by clicking it and carrying out an unnecessary step. 

Tooltips are also excellent tools when the user uses a SaaS application on a laptop or desktop instead of a mobile phone because they can’t be implemented on it. But there should be a flow of such tooltips, and the users should only be able to use the next one when they have closed the previous one. If too many tooltips load on the screen simultaneously, the users can get irritated. The users must also have the option to go to the previous tooltip in case they feel lost.

29 Sep 2022
example of web based training

Role of web-based training safety programs in the construction industry

OSHA (Occupational Safety and Health Administration) has prescribed many standards for companies to make sure that worker safety is prioritized.

Companies, especially those in the construction industry, must ensure that the safety standards are implemented effectively through web-based training.

OSHA requires the construction industry employers to have a specific concentration of chemicals in the air (Parts Per Molecule), which should not exceed a certain limit. It has stated such concentrations of such chemicals for about 500 substances for workers in construction and other industries, including shipyard employment.

Shipyard employment also includes exposure to chemicals; hence, web-based training is required for such workers. The workers come in contact with such chemicals when they repair ships. Their work includes cutting and joining steel on various parts and plumbing, involving exposure to chemicals such as nitrogen dioxide.

What are basic safety practices for construction sites?

Construction companies must ensure that they provide information about dangerous chemicals to employees and customers. Web-based training is required for this purpose. The employees must provide proper training to workers who are required to deal with these chemicals so that no harm is caused. They must be given instructions in print to take with them to work.

OSHA has stated a hazard specification standard (safety data sheets) for chemical and construction employers to adhere to. Per these standards, each container storing such chemicals must have labels containing pictograms. The employee must find these labels understandable to handle these chemicals with care so that no acidic burns are caused. In the construction industry, adequate importance must be placed on reporting any lack of safety equipment such as PPE.

The workers should be given web-based training to use reporting systems. The construction sites must have a medical team to deal with circumstances with excessive exposure to dangerous chemicals. The web-based training can explain the proper ways to handle the chemicals through simulations where it can display how toxic exposure can harm a worker’s health and what to do in case of certain symptoms.

Difference between (Permissible Exposure Limit)PEL AND STEL(Short Time Exposure Limit)

 The construction companies must also know the permissible exposure limits (PEL) for chemicals, i.e., workers can’t be exposed to such concentrations of airborne chemicals for more than 8 or even lesser hours in a day, depending on what can be aftereffects if the chemical is inhaled.

The companies must know that they are supposed to follow the PEL values of concentration of chemicals in the air, but if it’s exceeded, it’s not to be more than STEL. This STEL refers to the Short Term Exposure Limit, which implies how much hazardous substance (time-weighted average) is present in the air for a short period of exposure of 15 minutes. This cannot happen for a duration of 15 minutes or more and should only happen a maximum of 4 times. Moreover, there should also be a time duration of 60 minutes elapsed between such exposures.

If the amount of substance is higher than STEL during such time, then it can prove to be toxic to the worker’s health. The STEL exceeding the PEL rule is applicable when the amount of substance in the air is not constant during the day.

For example, OSHA has made it mandatory that the PEL for carbon monoxide in the air is 50ppm for an 8-hour work schedule. 

What are Safety Data Sheets?

OSHA requires companies to have a mandatory Safety Data Sheet. The safety data sheets, which have a 16-section format, must also be explained to onsite construction employees to ensure they face no trouble.

In Section 8 of the Safety Data Sheet, there should be the inclusion of the PEL, as prescribed by OSHA.

These Safety Data Sheets must be compulsorily prepared either by the construction industry employer or the chemical importer or manufacturer. 

This data sheet must also contain useful information for workers while picking up containers with dangerous chemicals. So, Section 3 must include data about the ingredients of these chemicals. Moreover, if any spill happens, comprehensive information must be included in section 4 of the data sheet, like how to recognize symptoms and how one should take care of the victim because any delayed response can be life-threatening. The symptoms can be acute or severe, and Section 4 must cover the responses to both situations.

Section 5 must include details about how to douse fires caused by chemical leaks. There should also be measures on how to wipe such chemicals in case any spill happens, included in Section 6 of the Safety Data Sheet.

Although a Safety Data Sheet is mandatory, workers might not have everything ingrained in their memory, and any forgetfulness and negligence in such cases can cause problems. Hence, simulation-based videos must also supplement such a Safety Data Sheet to produce better results.

Consequences of non-compliance 

The company can lose not only valuable man-hours if workers sustain injuries due to inhaling such chemicals, but also neurological injuries can be caused to workers, making the company liable to pay massive damages. A company must also maintain that laws are followed pertaining to such dangerous chemicals. It should have evidence regarding the management controls to handle the risks related to the release of such chemicals. 

We Creativ Technologies have prepared multitude of detailed videos for our clients including simulations about the OSHA compliance standards.

15 Sep 2022
web training

What should be included in fraud awareness web training?

Retail companies must be quite observant about preventing fraud involving money loss. The companies must ensure that they have proper controls in place to prevent the skimming of funds by employees.

Hence, all Employees should know the basic accounting principles and how to enter transactions into the computer so that the company can reduce dependence on a single person, which increases the scope for fraud.

The companies should also see that instead of a single approving authority, there should be multiple authorities to ensure proper vigilance before any expenses are approved.

In fact, there should also be a reconciliation of accounts, including bank statements, and multiple employees should be trained, so that any fraud can be detected in time.

  • Handling internal frauds through web training 

Any employee who is handling the company’s expenses and is responsible for issuing checks must be monitored so that he is not doing the fraudulent activity. They should not use credit cards for making payments without the knowledge of higher-level personnel.

In a retail company, invoicing requires a lot of supervision because employees might be issuing checks when the goods have never been properly received.

The companies, therefore, must have web training to ensure that invoicing is done properly, and the payments are only issued once the stock has been counted as per the bill.

There should be proper controls so that the payments are not released for damaged goods. If any employee suspects that fraud invoicing is being done, that payments are being made for goods or services not supplied, then it’s his job to notify the management.

But sometimes, the whistleblower might be accusing someone because of his malice against the alleged perpetrator. Also, anyone who wants to report something wrong happening within the premises should be promised confidentiality so that he knows his identity will be concealed. 2D simulations in web training are the best way to teach employees how to respond in situations where they detect something unacceptable is happening in an organization.

The seller can also provide the buyer with inflated bills. Then it’s the job of the employees to check the company is incurring the right expenses and not paying more than the actual prices.

  • Kickbacks:

Sometimes, when a single person is involved in approving the invoices, it can cause him to get some kickback (bribe) so that he consents to the wrong bill provided by the seller and pockets in some of his profits. Kickback is a common practice in government organizations, where a person in a position to approve the winner of tenders and government contracts receives kickbacks so that he chooses one contestant over another

  • Handling external frauds: Transactions done through identity thefts

But when it comes to external fraud, the companies must be more watchful. The company should also be judicious about payments from the buyers because the cashier should verify the credit card at the point of sales transactions.

Many companies are victims of fraud when someone takes credit using identity fraud, and the company is left with staggering bills with nobody to hold responsible. An employee should ask for proof of identity verification before accepting customer payments. However, a customer wants to make payments through a credit card but has no way to prove that it’s his card, then an employee should inform the management.

There are some red flags which the employees of retail companies can use to discover identity theft. Retail companies have been extending credit to customers to facilitate sales for customers who don’t have the available cash with them. But the businesses also face a risk when customers don’t pay their credit card bills, causing them to lose their sales receipts. This can happen to retail stores where such identity thieves use credit cards.

The stores suffer when the genuine owners of such stolen cards refuse to pay the sales bills. There should be systems to check the identity of such customers because the liability lies with the merchant when the customer is making a cardless payment in an online retail store. Hence, the employees who conduct ecommerce transactions must ensure that the customers using their credit card numbers must be verifiable.

Only web training can empower the employees of such companies to use the systems in place. There can be geolocation systems embedded in the ecommerce websites which ensure that the customer’s location is tracked when he is using the credit card.

Such systems allow the company to know whether a real credit card owner is using the instrument to make a payment and not someone who has stolen his identity.

The retailers must have web training so that employees at the point of sales terminals also use chip card reading machines for reading cards with the anti-fraud microchip. Credit cards started getting embedded with such security chips in 2015. The customer liability is not more than 50 dollars in such transactions.

If the business is not using that machine and somehow comes across a stolen credit card, then the fraudulent transaction is the business’s liability, not the bank’s.

Gift card fraud happen when someone uses unauthorized gift card details.  It can cause problems because the one whose gift card has been used can ask for a chargeback from the company. That’s why; store clerks must ensure that they verify the physical copy of the gift card before accepting it. A customer who just has the gift card details can’t be allowed to use it.

  • Wardrobing:

In the retail industry, a very common problem called Wardrobing is faced by employees when customers return used products.  It can happen when an employee fails to recognize that the item has already been used because it has a tag and approves it for a refund. Hence, the stores can ensure that this problem is eradicated when the store clerks are trained to recognize the signs of usage and don’t accept returns for such items. Once trained about the return policy, including how returns are to be accepted, employees can prevent losses to a retail store because such used items can’t be resold. 

Hence, web training for using such card reading machines is essential for retail stores to avoid identity theft-based transactions.

06 Sep 2022
selling training

Why is sales training relevant now in online sales?

The businesses have gone through some rough changes during the pandemic. As a result, the focus is on coping with alterations in customer demand. There is now a major reliance on tech tools to cater to a customer-centric market.

Companies can benefit so much when selling training is imparted because the reps get the requisite knowledge about how to sell products without giving any discounts.

With time, technology to reach out to customers has changed significantly like the advent of social media.

So, a business needs selling training to ensure that its sales reps can handle the social media platforms and reach to the relevant buyers.

Selling a product to someone requires soft skills, including empathy towards the customer’s problems and how can a business solve them. Without due compassion and patience, it’s tough to make sales for any rep. They can also ensure that a company gets repeat customers who are well acquainted with the benefit of the products.

Selling training for employees can only ensure that customers can develop a trust in the company necessary for retaining them. The brand worthiness depends on the correct customer experience and after sales services, and they are managed by a rep.

These are the following techniques which must be included in selling training:

What training does a sales person need?

  • Senior advice

Sales executives take a lot of advice from their colleagues about how to get better at what they do. Almost 50% of employees consult their peers when they face troublesome situations at work. Hence, companies have videos of employees dealing with irksome circumstances.

Big companies now have video libraries containing much anecdote-based content prepared by their senior employees.

Moreover, in sales-based training, there is a need for JIT because such executives need timely information.

Companies have realized the importance of the forgetting curve, which implies that people forget information after a time. Hence, training them all the time is not useful because they can’t recall information when needed, which proves to be disadvantageous for the company.

The JIT means receipt of information when required. Hence, a video about a peer doing it is critical when they can’t deliver a sales talk to a lead because of no knowledge about the required product.

  • Technical training

The sales executives get precise information through the mass mailing tools about which leads are interested and which are not. Hence, depending on the email opened by a lead, they can customize their sales email and spend time only on interested buyers.

Otherwise, they can end up wasting their time on uninterested people. Such tools store data about any correspondence with leads so that future sales executives can continue the conversation.

In fact, through tools like automatic emails, the sellers can also send such information to prospective clients and learn about their interests. For example, if the email about the price list is not opened by the lead, then they are not interested.

Hence, the executives need selling training about using mass mailing tools, including sending emails about the trial offers to the leads and getting some action from them.

  • Managerial reviews

The managers need to give periodic reviews to their juniors so that they have a better grasp of their performance. The managers can make a mammoth difference to the numbers of a company when they provide proper feedback to reps about why conversions are not happening. Managers can get so much information from the sales reps during such reviews.

Video coaching is a useful tool for managers to train the reps without being in the same area.

They can communicate with reps and other stakeholders by providing them with behavior-based microlearning lessons about how to canvass leads at every stage of the selling process. They can also aid the LMS admin in scheduling the lessons for the reps for their reinforcement after the review.

How to qualify the leads?

The customer sales representatives must have adequate training to understand what the buyers want.

There are so many technologies at the disposal of such executives, for example, WhatsApp, website form; that they need to store data in the CRM about their use by the target demographics. The buyers’ responses are late, but CRM software lets the sales executive know where he’s going wrong because if a lead does not convert into sales, then his criteria for qualifying the lead was wrong.

It’s the manager’s job to check that the lead was qualified as per the right criteria. Just because the lead had the right buying budget does not mean it would choose you over competitors. Hence, the managers need to guide the sales reps about how to shortlist leads and pursue them.

It’s because managers have insights into what criteria should be used for qualifying a lead; it could be behavior that shows interest, like reading emails. Just belonging to a certain target demographic is not enough.

In the future, the L&D and the sales have to work together because practical aspects of selling training are as important as theoretical lessons. So, no matter how much money a company spends on LMS, a vital part of selling training is the regular performance reviews by managers pinpointing the mistakes of reps in choosing the leads and conversing with customers.

25 Aug 2022
HR training

What is the best training for HR to retain employees? 

The employees are the primary tools for a company. Hence, companies are investing in human capital management. The Great resignation highlighted the importance of human resources, which has complicated things for US companies.

The training for HR is necessary in this regard so that your company does not become a victim of employees resigning. Hence, the companies must provide employees with ample development opportunities which can report continuous results too.

Training for HR is crucial to stop this phenomenon of Great Resignation because the employees have more knowledge about the available openings due to the large-scale use of social media. They are more in touch with their peers in the same profession in other companies and are aware of the salary gaps.

Why did the Great Resignation happen?

The employees have been quitting jobs since 2021 when they discovered the benefits of working from home. The main reason why this trend of mass quitting their jobs by the employees happened was that some of the jobs were not required anymore.

The change in technologies due to lesser offline sales made some jobs obsolete; as a result, employees have to be trained to work alongside technologies.

Accordingly, the role of HR has escalated due to the pandemic, which has made employees realize how vulnerable their jobs can be. Hence, they have recognized the need for frequent learning. HR has to think about how they can influence employees to stay in a company. Hence, their role now consists of training programs for employees that focus on strengthening the soft or hard skills demanded by their designations.

Employees also want better salaries because the pandemic and the ongoing war have made them realize how tough it is to cope with unprecedented attrition. Hence, skill development is the main priority for them.

The companies must also allow employees to switch from one team to another if they are eager to retain them. So retraining such employees is essential who enjoy your company’s culture but are not satisfied with their roles. The aim of HR should be to see which employees have the talent for their roles to be changed.

Training for HR is imperative to stop the trend of Great Resignation.

They must ensure that employees have freedom while working.

Change in the management structure: Make it lateral rather than completely vertical

So, companies need to give up their hierarchical structure of management. The HR must be trained to help the organization transcend from a hierarchical management structure where the employees are just supposed to take instructions and do the work assigned to them. In companies where such management style prevails, the employees have no scope for giving feedback, leading to resentment.

If a company has to be successful, employees must have an equal say in how they would like to work.

Advantages of a hierarchical/vertical management structure

But in a hierarchical management style, since all the processes are standardized, there is a lesser possibility of committing mistakes by employees. However, the high turnover in such a management structure is also due to no tolerance for mistakes.

Since an employee’s work is predetermined, there is no scope for growth. An employee has to adhere to the decisions taken by the management, which might not be so beneficial for the company. If a wrong decision is implemented, everyone, including the employees, must bear the brunt.

What is a lateral management structure?

On the other hand, leaders are like mentors in a lateral management style that is the opposite of a vertical structure. They encourage employees to work hard and lead by influence and example rather than power. The employees are responsible for their decisions and mistakes too. They are not admonished for their mistakes, but an empathic approach exists that they ingrain knowledge from them, and mistakes are a part of a learning curve.

Apart from the change in the management style, the training for HR can help the leaders detect the following signs of burnout in employees:

Lesser social interactions: If an employee does not attend any social event organized by the company to finish a project, he is overworking and can become a victim of burnout. This means that the employee is working on a scheduled holiday, and HR must stop it. The employee will soon resign, leading to a lesser workforce and more workload for the remaining employees.

Check their wellness: HR must take steps to ensure that the overworked employees are prevented in time and rectify their schedules. If they are hesitant to speak to you about their problems, then it’s better to have a third party on board who can talk to all employees and form wellness reports. Through these reports, you can find employees who are overworking due to understaffed teams.

Hire crucial resources: Training for HR has also been necessitated to ensure the company gets the right resources to cope with overwork. Suppose employees are handling several projects and have to work overtime due to this reason.

In that case, a project manager can be hired who can schedule the different workflow of employees as per the priority of projects. He can communicate with various clients and ensure that the employees’ work hours are not overstretched to complete simultaneous projects on time.

Cut down on slack activities: The training for HR can also help them communicate with managers more effectively to know whether certain meetings are necessary. If employees can update their work status on tracker tools, then informing managers through in-person meetings isn’t necessary.

For example, a pregnant woman can be given an aide to help her combat her hectic work schedule.

Hence, it’s quite a major responsibility for the HR that an employee feels 100% valued in a company and does not quit.

 

16 Aug 2022
etraining

What is etraining? Does it suffice for advantageous learning? 

E training is becoming the most requisite concern of companies because employees prefer to work from home. It includes imparting training to employees through an online platform. The training has taken a pivotal role for companies because employees don’t want to waste time following an in-person training schedule.

Moreover, when virtual meetings are included in a course, the employees can resolve all their problems because the elearning content alone is insufficient.

What is e training?

Etraining is the process by which employees are trained on different subjects through online means, including the internet or intranet.

The Etraining has the advantage that it’s not like a classroom session, which all employees need to access together. It includes an instructor delivering instructions and listening to students, and is recorded for future access. But if employees want to participate, they have to do so at the same time.

What is the difference between Etraining and eLearning?

Etraining is different from elearning in the following ways:

  • Two-way communication:

     Etraining is different from elearning because the former involves acquiring knowledge through discussion between the trainers and the learners, which is essential as the workplace changes.

But elearning involves learning without any two-way discussion. Since etraining requires a commitment of both the learner’s and trainer’s time, it has to be planned judiciously.

  • Prior scheduling: The trainers must have a schedule ready, including the topics and when they will be taught. Hence, the etraining procedure revolves around the trainer because he chooses the topics. But in elearning, the topics are chosen after a training needs analysis conducted among the employees and the course material is supplied.

E training happens over a short period because of the trainer’s involvement, which is not the case with elearning, where an employee takes his own time to finish a course.

E training is based on the action learning model, which implies that an individual can enhance his knowledge by discussing the problematic scenario with his colleagues. This also makes others gather knowledge about the topic. But the problem here is that there can also be an exchange of flawed or uncorroborated knowledge in such discussions.

Action learning assumes that knowledge transfer happens in verbal communication, but there is no explicit provision of knowledge for, e.g., by showing videos to learners.

E training is entirely in opposition to the cognitive learning models, which state that learners also require thinking apart from talking to each other to imbibe new information, for which showing them information-based material is necessary.

Without forcing learners to contemplate something taught to them through lectures or videos, the best and desirable results are not attained.

Hence, there must be a blend between elearning and e training for the most productive learning program. The e training is insufficient to explain a complex topic to the learner because a trainer also needs materials such as infographics and animated videos to facilitate such understanding. Hence, cognitive scaffolding is required in e training to get better outcomes.

What is cognitive scaffolding?

Cognitive scaffolding involves that the teachers must help students discover knowledge. They should hint at problems to students and assist them in solving them.

The employees should be given prompts that help solve complex situations through reflections. Discourse among employees must be encouraged after a lecture to foster thinking and challenge new ideas.

The aim of any learning model should be to consider a learner’s expertise, i.e., make them develop cognitive capabilities which help them tackle complex situations and reach helpful conclusions by considering all the possible alternate options.

Hence, any virtual meetings can’t ignore cognitive scaffolding, which involves the teacher/trainer making students/employees solve practical problems through their theoretical knowledge and thinking.

Action learning, i.e., e training needs to include cognitive scaffolding so that students learn about new problems they have not thought of and arrive at ways to solve them. E training, which focuses on teachers discussing the problems students have considered, does not include this kind of higher-order thinking that cognitive scaffolding leads to.

In the age of knowledge where software has entered every sector, companies can’t ignore the need for critical thinking for all workers. It’s not restricted to knowledge workers alone because all employees today face complicated issues at the workplace.

Hence, the competency of higher-order thinking must be encouraged to help them face such challenges and e training is not adequate. It’s because it does not include any use of education based materials by the teacher, which causes cognitive scaffolding.

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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.