Tag: custom elearning development companies

11 Jan 2024

How should onboarding be done in industries?

Onboarding is very strategic for every organization so that employees get all the details about how to do their work. It is essential for the manufacturing sector, which is prone to accidents. These are the reasons why onboarding is relevant in manufacturing industries:

Why is such onboarding necessary?

OSHA has also imposed some strict rules for this sector. That’s why it’s important that organizations must take care that new hires are adequately trained to handle their roles. The onboarding must be done before a new employee joins so that he is well aware of how to do his job and does not become a victim of accidents.

Any new employee not given the onboarding training can harm himself and also cause the destruction of assets, and a company can’t afford either of these things.

One of the most fundamental causes of injuries, according to OSHA, is slips and falls. Slips happen on slippery surfaces and stairs. So, an employee must be cautious while treading on these surfaces. An employee can also slip on a wet surface. There should be warning signs placed on such floors. The following industries are prone to workers’ accidents:

  • Manufacturing:

Apart from the manufacturing industry, where dangerous chemicals are used, the use of PPE is also vital for safety in industries requiring cooking. It’s because chefs can get their hands burnt while cooking in the hospitality industry. They can also get cuts on their hands when chopping.

  • Medical industry:

In the medical industry, wearing PPEs is better for the employees because the doctors can come into contact with someone contagious carrying a deadly virus and then spread that infection to someone else. They should wear suits and remove them when isolated from the infectious patient.

It is imperative that the onboarding training contains all the rules that can help a new joiner avoid any accidents during his work. Some jobs require that a PPE must be worn during work to avoid any exposure to chemicals.

PPE suits are very critical to be worn when the environment of an industry includes asbestos, which is a chemical spreading through the air and can cause various kinds of cancers when inhaled. It can cause colon cancer and many lung-related diseases, including lung cancer. Hence, wearing PPE suits with a breathing mask is necessary for employees working in such conditions. Combustible dust is another cause of problems for workers. Asbestos-related diseases are incurable; hence, a breathing mask is essential to prevent them from entering the lungs.

Combustible dust can include materials such as soot and charcoal.

Besides causing cancer when inhaled, such dust can also cause issues in the air due to the risk of catching fire. So, it’s better that the employees working in such an environment wear PPE suits. During onboarding training, they must also be taught how to prevent a fire outbreak by preventing a spark in such places. There can be explosions when such combustible dust substances(carbon dioxide) come into contact with heated air. The job of the manufacturing Industry is to see that there is no such accumulation of combustible dust in the air. There should be proper arrangements for removing such dust from the environment, such as using vacuum cleaners. All this should be shown to workers in onboarding training.

Wood dust is a flammable material that gets collected when wood is chopped. It can accumulate in the ducts. Hence, fires can start in the underground pipe system of such industries.

The manufacturing industry must pay attention to cleaning such ducts and wood shops. Such cleaning should be periodic. You must pay fines in an OSHA compliance inspection if they are not cleaned. A wood shop is where all the wood-cutting work is done and contains wood dust, a combustible material. It should be a non-smoking zone for workers to prevent any incidence of fire.

Hence, manufacturing and other industries must ensure that they give documentation to the workers so that proper procedures are followed, and no accidents are caused. This knowledge should be passed in writing and not verbally. It’s because written knowledge can be confirmed again, not verbal knowledge. This is even more troublesome because many workers can’t reiterate this knowledge when they are old. Formally documenting this knowledge is vital so it can be passed to generations of workers.

23 Nov 2023
software training

What are the best ways to design software training?

The eLearning has made its mark in the world today. However, knowledge retention should be the main aim of eLearning because if that does not happen, there is no use. Why does knowledge retention not happen in eLearning?

What is wrong software training?

Miller has specified how much knowledge can be there in a person’s brain at a single time. But not all those seven things created in the mind are equally remembered. Some things are remembered more easily.

For that, the eLearning content creation companies must use videos and infographics. Such companies mustn’t use text to explain every matter but rely on interactive material to better retain certain things.

The most typical example of wrong learning is trying to teach software to your employees. The workers can’t mug up all the steps of how to carry out a certain process in software.

However, companies have to understand that although software is an integral part of every company process, the employees can’t be expected to learn every step. It’s not only impossible, but it also has no major effects on the company when the employees can Google software steps and carry on with daily tasks.

In fact, the employees should be taught soft skills that are more important. For example, employees who are in sales should be taught how to canvass the customers to buy more products or related products.

Effects of wrong software training:

When a company has not properly imparted software training, it can lead to many negative effects. There won’t be an expected ROI and all the software costs would be wasted. It’s because the employees don’t understand the software and can’t use it fully.

How to properly teach the software?

The company must know the software flows for all the employees. This helps them understand which users will use which features of the software. It’s better to design the training accordingly for such users.

  • Remove their fears

So, how can companies make software training easier for employees? First of all, the trainees must be encouraged to participate in training. Their fears regarding the new software must be eradicated. Those kinds of people in the company are not at all happy with change. They are just complacent with the current situation. They hate to ask questions when they have doubts about learning software. So, it’s better that such resistant people are asked questions about their fear of change and then pacified to adopt the new software.

  • Training should be role based

Since explaining each and every software feature to the user is cumbersome and results in cognitive overload, it’s better to refrain from it. Instead, only those features that are complicated in nature and can’t be figured out on their own should be explained to the user. The user might find these features tough to use and commit errors, leading to wrong operations.

Also, some roles require the user to only know certain features that are a part of their daily work and hence should be focused on. Extra features a certain employee will never use should not be focused.

  • Explain the software through articles:

Also, software features can be discussed in articles or documentation for those users who like to go into depth. Such articles save those users who are not interested in knowing in depth about all the features.

  • Use screencasts instead of videos:

The best way for software training is to use images instead of videos.

Videos are tough to edit when there is a change in the software processes. But images are not so hard to edit. You have to screen capture a certain image that has changed. When the user wants to revise his knowledge of the software, he finds it easy to come back to a certain set of images rather than rewinding and watching the video.

These are some steps for screencast videos;

  • Include a table of contents: Firstly, there should be a table of contents so that the users know which page to check for which information.
  • Use less text: The text on the screenshot should be less than the length, as much as equal to 10 words or fewer. A box should be used to highlight the correct portion of the screenshot. 
  • Include all screenshots: Don’t skip any screenshots because the users might get confused.

The eLearning vendors have to work hard to get the process right. They must ensure that in software training, the process is indicated in the software itself so that users can check it carefully. They can be given screenshots of the software processes in the help row itself.

08 Sep 2023

What is the need for an L&D partner?

L&D staff needs an enhancement in every company due to the workload pressure. Although a company might have an internal L&D department, problems arise when there are many projects.

There can be a requirement for an external training partner who knows where the skill gaps of a company are.

These are the reasons why an external L&D partner is needed:  

  • Conducts a skills assessment:

An L&D company knows the difference between how a company is performing and how it is supposed to. It knows how to conduct a needs assessment to detect skill gaps. It can ensure that simulations are handed over to employees, through which real skills can be evaluated. If they are lacking, it’s time to implement a training program.

Tests for assessment

There can be quizzes handed over to employees to check their real skills. There are many red flags for a company that its employees suffer from skill gaps when it has trouble meeting its desired ROI. The company also might have adopted a new technology, and employees might face trouble using it.

A company can use a Likert scale and rate skills from 1 to 5 depending on their importance. Then, evaluate the employees based on their skills. These skills gap can be higher for freshers who have just joined the company.

In that case, an L&D program is not the complete solution; shadowing is the answer, where the novices follow the expert people on the job. Also, every job profile has some skills that are more important than others, and the training should focus on closing the pivotal skill gaps first. For example, in the case of a telesales executive who sells products to customers daily, knowing negotiation skills is much more important than being an expert at Excel.

He can just know how to store data in Excel, but it’s a waste of time when he can’t make customers buy at certain prices.

Hence, for every employee, skills must be rated for criticality, i.e., which skills are more necessary than others. This is the last stage of a skills assessment process. After this process, the company can begin training for skills deemed a prerequisite for job performance and hire an L&D partner if needed.

  • Cheaper to use external resources:

The L&D team of a company needs to be supplied with expensive software licenses. But this is not the problem with an external L&D team, which gets its own software licenses, reducing the costs for a company. 

  • Access to the best resources:

When an L&D partner is hired, a lot of problems are solved for the company. It’s able to come up with the best output required for training. It gets access to the best training partners in terms of instructional designers.

Furthermore, it has content developers like subject-matter experts who know the topics in detail. Even if such an L&D partner does not have the best people on board currently, it can suggest the most productive resources to a company based on its connections. Especially in the case of technical skill gaps, where finding a subject-matter expert and instructional designers is not so easy.

When a Company has access to an experienced L&D partner, it hires the skilled resources swiftly and saves time. It also hires L&D staff who know the latest eLearning processes and authoring tools. It also knows the technology a certain industry needs to create its eLearning content. 

L&D Partners often help companies fulfil their training needs without hiring resources for a long time. 

  • Diversification of resources:

Such external L&D partners also help companies hire resources from other countries, which also helps an organization create resources for local training. It may have trouble finding the right resource for creating training materials for employees of a certain region. But with an L&D partner, all its localization needs are solved.

This freedom to choose resources from anywhere ensures the company can work with resources with complete credibility. It can allow remote work to them, and it’s the headache of the L&D Partner to manage them and get the work done seamlessly. A company can also save costs by opting for resources from cheaper regions than its own. 

Sometimes, better resources also exist for a company outside its own country; hence, hiring an L&D partner is necessary to find them. 


When a company opts for an external L&D partner, it maximizes its productivity with internal and external resources. The company benefits from cooperation between its resources and the L&D partner. It can also give feedback to the L&D partner so that its staff performs to the best of its abilities and any performance gaps are removed on time.

However, a major problem can arise when the in-house L&D refuses to collaborate with an external partner. This can be more troublesome when both kinds of resources work in different time zones, and cooperation is required. So, the company should convince the internal staff to be at their best level with an external partner.

03 Aug 2023
performance coaching

Why is performance coaching needed?

Need for performance coaching:

Mental health has become a major concern for everyone these days. People are feeling burned out these days. This is hurting companies now. Companies have to understand the characteristics of employees suffering from burnout.

Employees who suffer from this phenomenon don’t feel attached to anything. They also want to stay away from events in their personal lives. Since such employees become annoyed frequently, this can lead to depleted productivity, more leaves, and less cooperation with the team.

Some industries also require employees to work longer, such as customer service representatives, who have longer working hours. A company’s environment can also affect the health of an employee. Despite his best performance, an employee is not promoted or appreciated for his efforts, which can cause burnout. The lack of interaction with other employees also leads to burnout.

Overworking is the main reason why burnout happens. When employees don’t get any rewards for their work, they can lose interest in it.

Performance coaching can help a company alleviate burnout among employees:-

  • Training to eliminate stress:

First of all, the employees should be taught how to handle stress. Every employee faces stress, but simple coping mechanisms can help him wade through it. When employees become resilient to stress, they can handle daily life situations better.

When an employee knows what causes him to feel stress, he/she knows how to handle that situation better.

The employees can be trained on how to do deep breathing to stay calm in such situations. These kinds of techniques help employees avoid becoming frustrated even after facing stressful situations at work.

  • Time management training:

Goal setting is also crucial for companies so that employees are not overburdened with work. This is important for employees to achieve a perfect work-life balance. This can be done by the employees sitting down with the management and deciding what their career goals are. They can then create short-term targets out of these long-term goals.

The employees can also learn how to manage important tasks so that they don’t miss out on any family events. When they can prioritize, they can take time out for themselves rather than trying to finish all the work in one go. When employees have to do too much at once, burnout happens.

  • Communication training:

Communications at the workplace is very important so that employees can understand what others want from them. They must also have the patience to listen to others and respond with empathy. Good relationships at work can help a company have a harmonious environment.

Performance coaching can help employees avoid negative situations and convey their needs. Employees must how much to talk to other employees without crossing boundaries. When employees have learned the power of communication, this can help them avoid being submerged in work without causing a conflict. So, when employees learn where to draw a line, they can have a better work-life balance. They also let the other person know how much work they can handle.

  • Career-related training:

Companies also need to acknowledge the hard work of employees. This goes a long way in preventing burnout among employees. Therefore, companies must put money in their employees’ skills growth. When employees have growth opportunities, they feel satisfied and are therefore less likely to burn out.

How can performance coaching help?

For example, companies can enlist the aid of career mentors to help employees get personalized advice for their career growth. This also helps them set goals for such growth. A company needs to hire performance coaches to make sure that the employees are as motivated to stay in their jobs as possible. They can help them deal well with stressful situations.

They know how to psychologically help employees by providing them with positive feedback about their work. When employees get such feedback, they can maintain a positive work-life balance and also succeed in their jobs.

Performance coaching is also helpful for employees to set goals and develop action plans to attain them.

Coaches can also help employees not deviate from achieving their goals and get the best results from their hard work. It’s because in performance coaching, the performance of employees is continuously monitored.

Skill-based training is also imparted by such performance coaches, which helps employees confront negative situations through communication skills. When an employee knows how to turn an adverse situation in his favor by simply communicating, he can avoid stress.

Ensure that employees have a work-life balance when they have devised the right strategy to achieve their goals.

28 Jul 2023

What are inclusive assessments in eLearning?

Assessments form the basis for eLearning. Without them, it can’t be decided whether the learners are ready for work or not. But the assessments should be inclusive which means that nobody is biased against them due to personal problems, or lack of knowledge of local languages. There could also be other disabilities like dyslexia which could prevent a person from attempting a paper-based test and hence it should be taken care of.

Therefore, it’s the job of the L&D team of the company to design inclusive assessments.

Now what should be the characteristics of such assessments:

  • Prepare tests in all formats and common languages:

The test should allow participants to provide oral answers to questions. This makes sure that participants with reading or speaking disabilities are also able to pass the exam with flying colors. Also, the test questions should be translated into different languages so that all the participants can answer them. If a participant has a writing disability like a fractured arm, he should be provided an aide to complete the test for him or he can be provided speech-to-text facility for the test.

In fact, visually impaired participants should also be given the same facility so that they have no problems doing the test. The test could be converted into the braille format for them and they must have a speech-to-text typewriter so that they can complete the test.

The test takers should not have problems attempting the questions due to the language. The language of the questions should be simple and comprehensible for all. Apart from that, the questions should not be specific to a particular region. For example, if the questions are being attempted by someone from a specific country, then the questions should keep in mind his cultural norms.

There should not be phrases used in such questions which such test takers are not familiar with.

  • Relevant questions:

The aim of any good test is to the knowledge of someone who is going to work in a certain position in the company, whether he is apt for the role or not. The test creator must see to it that someone is not made to answer irrelevant questions in the test which are not related to his caliber to perform the job duties. A digital test is the norm these days since it can be easily evaluated by software and the test results are generated quickly. But someone, who is not required to type so much as a part of his/her role must not be given a test with a lot of typing requirements because it’s useless to check this skill.

Even if a candidate scores well on this test, it does not measure his ability to do good at his job which does not require typing. Therefore, a test must not suffer from construct irrelevant variance which means including impertinent questions in the test which don’t indicate anything in the context of certain skills.

There are also engineering test for employees to check whether they can fix machines in the future. But this test must not include questions in the local language containing intricate words which can’t be understood by someone who is not a fluent speaker. He is required to fix machines but not required needed to speak a language coherently.

Therefore, a test checking the engineering capabilities should be translated into foreign languages too for foreign engineers to attempt it. This is what the test creator has to keep in mind.

How to formulate test questions:

What is the construct of a test?

Whatever quality a test seeks to measure in a test-taker is its construct. Constructs are very important to be established before the test so that it does not stray away from its objective.

Hence, it should be the target of the L&D department to see that test content should be as per its construct. If a test content varies from the construct, which means it starts evaluating something other than the construct and this phenomenon is known as the construct irrelevant variance. For example, when a test requires engineering candidates to show an exemplary typing speed, it is varying from its objective of measuring engineering skills.

Then, as per these test results, the scores of the candidates will reflect their typing skills and not their engineering caliber.

Therefore, before designing any test it’s crucial that some steps are followed so that the test results reflect its purpose:

  • Definition of the Construct:

The first step is that the construct of the test should be established clearly.

  • Coming up with questions:

Designing the questions based on the construct of the test.

  • Testing:

Checking the test’s validity is important so that if there are any problems they can be identified before the test is given to the real candidates. It’s better that before a test is given to a sample, it’s chosen carefully. Such a sample should consist of diverse candidates so that the final test is as inclusive as possible.

For example, there can be the inclusion of someone who does not speak the local language in this sample so that the use of any complex term in the local language is detected 

  • Modification:

Revise the test based on the feedback of the sample of the candidates chosen in the previous step.

Test anxiety is also a problem in which a test taker can have trouble answering questions because of the pressure to complete the test within a certain time limit. It’s better that the test is designed in mind, keeping the construct. If the construct is to check the competence of a test taker, there should be a liberal speed limit.

X (Twitter)