Tag: elearning companies in the US

04 Apr 2022
How can management encourage a culture of continuous learning?

How can management encourage a culture of continuous learning?

Companies are working hard to make their employees work hard to attain goals. But it’s not so easy because only continuous learning can make them the best. The companies can ensure that employees put their energies into learning, which is not an easy task, especially with remote employees.

Why is continuous learning needed?

For companies to get extraordinary performance from their employees, it’s paramount that they are always learning because innovation can only happen then. For example, a company may want to add a better structure to its work, implementing new production rules and the accompanying software.

And this process upgrade happens occasionally; hence the companies must encourage continuous learning which is available on-demand for employees and happens when they are free from their scheduled duties.

Remote employees don’t come to the office, and it’s a challenge to stay in touch with them. Employees also don’t like to follow up on industrial trends because they consider them a waste of time. Hence, they have to be made to realize the importance of such news. They can be sent a digital newsletter informing them of the most contemporary happenings in the form of summaries of their sector. The remote employees can also be sent birthday cards and welcome letters to new joiners. There can be weekly Teams call where the employees are congratulated for their exceptional performance and areas where there is scope for betterment.

The remote employees might not have time to access the training modules. They might be traveling a lot, especially in a target-based job. Hence, make sure that they can access the training modules offline or get them better mobile data packages to get a signal wherever they are.

Sometimes, continuous learning becomes a problem when the employees hesitate to ask questions. It’s not a good company culture when the employees have such apprehension because it can affect their performance. Such shyness comes when it gets revealed to the whole group that a particular employee has asked a question. And when all the team members know that a certain employee has problems, they start answering his question simultaneously. The solution, in this case, is that the remote employee with a query must get someone working from within the office(mentor) to support him. Such queries by remote employees can be simple, like how reports have to be prepared, but their delayed resolution can be troublesome.


However, this mentor can also support the remote worker by providing him with help on how to use the LMS for his continuous learning because the latter might face problems frequently. This is how the management can foster a culture of continuous learning in a company:

  1. The job of managers
  2. Managers have to encourage employees for them to pursue their learning activities. If an employee is taking time out for his work, his manager should not take it as abstinence from work. The employee can better contribute to the job with his improved skills. By making a role model of such an employee, you can inspire other employees to do the same. A lot can be achieved in a culture of continuous learning through collaboration. The managers should popularize the belief that sharing is caring. So if an employee knows something, he should share it with others.

    Knowledge hoarding is a dangerous phenomenon because it does not help when employees conceal crucial information from others to get ahead. So, it is the manager’s job to see that knowledge sharing is given its credit and that such employees are acknowledged. Employees should not follow a practice of knowledge hoarding because they feel important when everyone asks them about work. A company should ensure that team victories are more important than personal success. This way, a worker hoarding knowledge will share it with the team.


    Sometimes, some employees have better access to resources than others because of their education or academic contacts. Moreover, the employees should be privileged to get a paid subscription to professional magazines. The management can pay for such magazines and hold discussions about what employees have learned during lunches. The employees can also be paired in groups (task-force) to share their queries with others and get competent answers through investigation.

  3. Social learning
  4. Social media groups are essential to continuous learning, but they can start veering from the topic. Hence, it’s the job of a moderator to see that no one posts irrelevant memes on Facebook. Also, when any can’t answer back a question in two hours, it must be directly reported to the seniors to provide correct answers. The learners who share the most strategic posts like simulations, podcasts, or an article must be rewarded for their efforts. They could have contributed such content themselves or got it through somewhere. But a worthwhile article link can solve the problems of employees who get a reliable resource. However, there must be a schedule by which employees share such information, like once every week. If every employee posts something every day, there can be cognitive overload, and employees might miss something. Again, a moderator must approve such posts.

  5. Weekly webinars

After an expert has conducted a webinar, the next round ensures that all the solutions are crystal clear to the attendees. There can be a moderator in their webinar-based question and answer(Q&A) session who has ample knowledge and can shortlist the important questions. Send emails to the employees about the time and the meeting link of the webinar. The script of such a webinar containing questions and answers can be given to the employees who didn’t attend the event.

In the same way, when any online discussion gets started, the moderator should inform all the employees about it. The new employees might be getting solutions to their problems, like how to tackle a tough client. When a discussion starts about an online post, the other employees should be notified about them. The employees become aware of any ongoing discussion when they click on the “Join” button. The employees who have started their jobs from home sometimes feel left out when they are not given a proper introduction. They can be given a virtual training session through an experienced manager, who can also listen to their problems online. Later, the employees can be sent an online MCQ questionnaire by the LMS admin, in which they can fill in their responses about the quality of the lecture. This survey can also contain a Likert scale where employees can rank the lecture from a rating of 1-10.

The employees also feel that providing feedback about virtual sessions is not so time-consuming in such a way. When the employees give the questionnaire results, the reports can be prepared in the form of charts and then shown to the manager, who can be given access to better resources to be a superior trainer for the juniors.

Ensure that if you have implemented an LMS for continuous learning, it sends notifications to employees as soon as an article or a video is published. If the employees have a Facebook group, as soon as someone posts a query on it approved by the moderator, he must send email notifications to all the group’s followers.

28 Mar 2022
Pointers for designing an elearning template

Pointers for designing an elearning template 

The e-learning industry has grown by leaps and bounds. It’s because people have started understanding the importance of learning unconventionally.

The e-learning companies are also coming up with avant-garde content to ensure that the businesses can take care of their employees. But some problems can impair the functioning of a company’s LMS. The LMS has a lot of eLearning templates available, but sometimes they become outdated; hence it’s the job of the business to contact the vendor to modify the template. An LMS template is just like a PowerPoint slide, in which the users can plug in the content. It’s also crucial that before you decide to buy an LMS software, you have a complete idea about its eLearning template library. Sometimes, the eLearning templates might not have an option for you to add videos and audio, which are essential for your course.

Hence, it does not make sense for you to get that LMS. The LMS must also have an option for the course creators to auto-translate because they need external help to add subtitles to a course without it.

These are the essential points that no designer team can ignore while designing a template:

  • Make sure learners get the instructor’s feedback

The LMS must have the option of feedback. This means that it must have an option for you to add the email ID of the instructor or even a chat box option. When the learners don’t get timely help, they are likely to divert from a course. Therefore, the learners must also be given help in the form of access to the social media handles of the instructors or the company so that they can get in touch with their peers who are a part of the official Facebook group. The learners feel motivated to continue with a course when their queries are answered on time. Also, the LMS eLearning templates must have options for the LMS admins to track the usage rates of the module, like when does a learner quits, i.e., he presses the “close” button.

  • Get the opinion of the team on the template
  • The team feedback is also crucial when getting an LMS template. For example, the LMS template must be approved after getting approval from the team. Then, the graphic designers can design a style guide as to where the text and images should be placed in a template. If the template does not have the proper placement of the objects, it would be unusable in the future, causing an unnecessary expense on your part in getting a template redesigned. This style guide can include the tone of the template, like how many images would be placed on a slide. E-learning templates must also have a scope for notes, just like in PowerPoint slides, so that the SME team can include some important points if they are missed. You might not use all the placeholders in a template like for notes etc., but they need to be there because the design can’t be altered to add more of them if needed.

  • Appropriate navigation
  • The eLearning template must also be navigable, and hence there should be placeholders for buttons/icons. You can also include captions to describe what belongs where.

    Navigation is a crucial part of the elearning template. The template must have a placeholder for hyperlinks so that the users can be directed to the last/next slide or the main page. When the template does not have easily visible hyperlinks, the learners get confused, and their time is wasted finding the hyperlinks to go further in the course or backward. It is also necessary that on every elearning template, the place for menu/icons/buttons should be fixed and decided beforehand so that any significant modifications are not needed later.

  • Have proper bullet lists placeholders
  • The elearning templates have to be designed because every slide can’t have a different layout. You can’t expect the learners to lose their attention during a course. When you have a consistent layout throughout the course, thanks to the e-learning template, you have better brand visibility which ensures that the learners assimilate the eLearning content quickly.

    Any template must have unavoidable elements like bullet lists and short text placeholders. Without such elements, the e-learning content is not coherent and articulate. When learners browse through long text blocks, they feel frustrated and suffer from cognitive overload. They might not retain much even after the course, and therefore short text blocks are essential to encourage retention.

    Before embarking on a template design job, the design team must take some ideas from the end-users. They could be given surveys and assessments to gauge their response. Through such surveys, the design team knows what kind of layout is preferred in terms of positioning images and text. The target audience might not like any deviation from this layout.

    When the organization does have an eLearning template, it makes sure that the employees get a feeling of cohesion. This is necessary because the employees don’t enjoy the e-learning experience when every slide has a different design.

  • Arrange a menu before the course

The e-learning content designers must also make sure that a menu is integrated at the beginning of the course. This menu lets them know whether the e-learning course is sufficient for them, or they also need external resources. So, before any module begins, a slide should be added as an introduction that briefly describes the contents. When the course is sorted with a menu and an e-learning introductory slide before every module, the learners can use the course for just-in-time information needs. They can quickly locate the information needed by them to solve their problem.

Hence, this is how an e-learning template should be designed.

25 Mar 2022
How is technology affecting elearning solutions?

How is technology affecting elearning solutions?

The workplace has undergone a tremendous change ever since the pandemic struck. Extended reality(XR) is becoming a commonplace phenomenon, but what does it refer to. Extended reality includes all forms, including mixed reality, augmented, and virtual realities. All these technologies connect humans to PCs and change reality by immersing the learner in a new world(virtual reality), increasing his surroundings with virtual objects(augmented reality), or combining both(mixed reality).

What is mixed reality?

Mixed reality(MR) is the new form of technology in which the real and digital objects coexist.

So, in mixed reality, you can use objects from both the real and the virtual world. You could introduce objects from the real world into the virtual dimension, like hitting a character in a game with an object in your hand. The mixed reality ensures that when you are wearing the MR headset, you can place one of your hands in the real dimension and the other in the virtual world. But the mixed reality is helping organizations to produce innovative e-learning solutions.

It’s true that through the use of this technology, the students can be shown 3D projections. They can touch them and get to feel objects like dinosaurs. This kind of technology is even useful for teaching factory workers how to work on a machine because they can be shown a holographic template of the machine and arrange all its parts.

There can be an extended reality elearning solutions system that allows companies to provide training to employees irrespective of where they are.

So, the learners are shown holograms through an app on their phone, which also monitors their activities. The learners can be reached anywhere without any wired connection. The user can access the app through their smartphone and view the entire course in the form of holographic screens.

This mixed reality is going to be immensely useful in medical e-learning solutions.

The doctors could easily transfer files from their PCs and read them.

The engineers could work with 3D holograms of dams before executing anything. This could save the money spent on applying labor and materials to the actual construction. With an MR headset, the users can close the room’s virtual windows with their hands.

So, it’s unlike augmented reality, where virtual objects are overlaid into the real world like you could read the patient’s vital signs or even get to know his blood pressure. All this is possible through smartphones that have AR-based apps in them that scan real-world objects to add more details. For example, you can add so many accessories like wigs and hats on yourself when using the Snapchat filter. The AR technology can also simulate the empty cash register with loads of cash and gauge the employee’s reaction.

What is virtual reality?

Virtual reality is used to train the medical interns who can be given a headset and controllers to move virtual objects like medical objects on 3D simulated human body models. So, the intern has no cognizance of the real world while he is getting his VR based training.

When the learners are wearing the VR headset, they get transported into a new world like taking a stroll on the moon, so this technology is useful for teaching them about scientific concepts which can’t be recreated all the time, as the underwater life.

Advantages of virtual reality

No contact eLearning solutions: Virtual reality has become an essential part of employee eLearning solutions. The employees cant be indeed arranged together for an onboarding solution. So, recruits can be given practical training with virtual reality-based headsets where they can touch a machine. They can also be given the practice to talk to virtual humans who react similarly to us through such headsets only. The best part is that when such training sessions are recorded, HR can check the human feedback and know the areas where employees need learning. All the vital stats of an employee are measured when he is part of a virtual reality-based assessment.

Contactless interactions: It’s also possible with virtual reality that employees can attend parties whilst sitting at homes. They don’t have to worry about reaching home on time or even contracting an infection because physically, they are present at the house but virtually, at a party. The employees can take part in virtual games and virtual karaoke sessions. Such chats where employees have taken part through their avatars are excellent ways to break the ice and aid in relationship building.

Iron Man has often been seen using augmented reality where he works on a hologram-based diagram of his PC. He just uses his hands and moves the objects in a virtual dimension. Privacy will be a major concern when using XR technology. It’s because, at the end of the day, when MR devices simulate the real environment, they will have to be stored, which is costly. Also, privacy can be a major problem because any details about a user’s surroundings can’t be leaked.

21 Mar 2022
How can retail training increase the sales for a business

How can retail training increase the sales for a business?

Companies are facing pressure to meet sales targets because pandemic has negatively affected the businesses. But now, since the lockdowns are over, there is so much scope for them to get ahead. But then the competition in the market is so high, how the companies can sell.

Retail training has assumed much more significance because the brands are now selling on their websites and apps. Hence the customers buy directly from them rather than visiting the shops. But retail training can help you make a difference provided you are supportive to customers. It’s because the offline shopping experience is quite personal for a prospect, unlike online shopping.

The retail training can ensure that a salesperson can churn out some commendable numbers. However, being a successful salesperson requires you to have excellent soft skills. A salesperson in the company might have such skills, but how to ensure that the entire sales team gets such skills. This salesperson beats the sales targets month after month, and hence he needs to be made an inspiration for all. Such employees must also act as leaders, ensuring that the juniors listen to them and deal with customers effectively.

The hiring process already leaves those who are not suitable for the job. Everyone who is considered fit for the role has got retail training. But how to make sure that sales targets are met repeatedly.

But what, when the sales team is not getting good leads

Not being able to meet the targets is not always the sales team’s fault. The marketing didn’t provide them with good enough leads, and conversions didn’t happen.

The sales team can be given lead scores, which means they must not waste efforts on inconvertible leads. Every lead deserves a specific endeavor in terms of time because it might lack other attributes such as income, need, etc. So, specific leads deserve more time from the sales team because they have higher chances for conversion. However, apart from providing more guidance to the sales team, it’s also crucial to see that the quality of leads is desirable, and the marketing department should see to it.

Retail training, however, checks that the efforts of the sales representatives are up to the mark.

It’s the job of the retail trainer to ensure that the customer buys from the sales representatives. This is how retail training can help the sales team:

  1. Product features training

    One of the crucial aspects of retail training is providing in-depth knowledge about the products to the prospects. When the sales representative can do that, he wins the customer’s confidence ensuing that the latter has a clear idea about how the product can serve his needs or not. In addition, all his doubts about the product usability must be cleared. When sales representatives are given product training, it has been shown that it causes a 5% increase in sales. But to check the level of knowledge of sales representatives, a competency test is essential.

    The product knowledge training not only includes knowledge of the product’s features but also for whom the product is meant for or not. If the salesperson is aware of all the situations, he won’t try to sell the product to someone for whom its not worthwhile. Product knowledge training also teaches them about other products in the marketplace and how your product scores over them.

  2. Empathic listening

    Retail training can only help sales employees effectively convince customers to purchase products. Soft skills training is also crucial for prospects because if they can’t be greeted well by the sales employee, they won’t feel welcome to make a purchase.

    The sales employees must have the skills to listen to the customers and not lose confidence even when the customers don’t seem eager to buy. Moreover, there are challenging situations before the sales employees, like an overcrowded store, and they must know how to tackle such situations.

    The reins are in the hands of a retail person in the case of an offline shopping experience. The prospects who have come to the store are willing to buy something; otherwise, they have not stepped out of the house. Retail training is essential because, unlike online shopping, the salesperson has no clue about the prospective shopper. The latter has not entered his information in an online form, and hence the salesperson does not know what his wants are. In the case of online shopping, a prospect has added so many options to the shopping cart, and hence the retail salesperson knows his preferences. The online prospect also has much better product knowledge than an offline shopper. An offline shopper does not have much knowledge about the product, and it’s the job of the salesperson to convey that information understandably and pleasingly to him.

    So, even if an online internet browsing person who has some knowledge about the products has come to the store to get them, he must not return empty-handed or at least write negative reviews about store sales staff so that they don’t attract further customers.

How to convince the management about retail training?

The L&D department in a company must ensure that the training gets the nods of the CEOs because they decide the funds. Once they are not included in the project, they can be appalled by the cost, unwilling to approve it, or even have some impractical expectations.

Similarly, managers also have to support the project because they will train new employees. Once they are convinced that this program will be helpful for the company, they will provide their full-fledged support in even creating the e-learning content. Such retail programs are beneficial for managers who don’t have to train the employees personally. Instead, they enroll them and supervise their progress. When such programs are implemented, managers are saved from the hassles of training juniors and can focus on their targets. In addition, managers don’t have time to provide individual coaching to hires during peak seasons, and these programs act as their alternative.

The manager’s job is to see that more and more people enroll in the training. Telling them that they will face adverse consequences like termination won’t lead them to train. Hence the metrics of the training participants like the number of units sold and conversions can be provided to encourage enrolment.

The employees also might not have the will to apply the training skills. Hence the management has to see that the employees wholeheartedly go through training and use it too.

15 Mar 2022
customer service training

What is the best method for customer service training: asynchronous or synchronous?  

The companies must focus so much on their services now because the competition is stiff. Customer service is an integral part of such services because the business is affected once they are not pleased.

Why can’t customer service training be asynchronous?

The customer service agents must know that the customers on calls might be irritated, but even then, they must be nice.

The customer service training for agents cannot be asynchronous because they have a lot of queries to be answered, so a trainer must be with them when they are reading the training stuff.

Of course, query solving sessions can be scheduled later, but the customer service agents might be busy with their jobs.


Here are the following situations when synchronous customer service training can help:

  1. Organize weekly webinars:

    Since the e-learning sessions of the customer service agents must be synchronous, weekly webinar sessions can be held on an LMS (Learning Management System) where the customer service agent team can be guided on how to proceed. For example, a trainer, industry experts and senior workers can explain the various situations in which the customer needs to be appeased. The customer service agents can be sent emails about such webinars to correspond and come up with some questions.

    The instructors can also hold such sessions once the agents have responded to the branching scenarios quizzes included in the LMS. Then, if the staff has chosen wrong answers, they can be shown the compiled results and the repercussions.

  2. Enlighten customer service agents:

    A company has so much at stake in an online call because the customers form the most critical impression about your company. Hence, the customer service agents cannot be slow, e.g., when a buyer needs a replacement product because he has received a defective product, the agent should know the product line. If he does not, the customer is not too pleased and may use the Cancel option to file a product return.

    Moreover, in case a customer is asking for a replacement, the customer service agent must also know whether the former still has enough time left for the eligible replacement since the purchase. Hence, a weekly quiz can also be posted on the LMS for customer service agents on how they respond to a particular situation.

    Such agents can also be given pop quizzes about which they have no prior knowledge.

  3. Show the demos of irritating customers:

    The instructors can show that the customer service task is done by preparing an act. They can ask someone else to play the confused customer. The whole act is entertaining if subtitles and background music are included. It is also helpful if the employees are given some resource links that they can consult after watching the video, including the act. Resource links to PDF documents on the LMS might prove tedious, so it is better that the customer service agents are shown infographics or comic strips for better retention. The instructors can use anecdotes during webinars, so that customer service agents learn from the latter’s experience.

    The videos containing the task-based acts can also be animated, where there can be varied kinds of customers portrayed. And these customers should be the types, the service agents do not know how to deal with, like chatty customers who want to talk even after the problem is solved, and the agent cannot disconnect the line. Other annoying customers hate every solution suggested to them because they are bossy. Such customers want to be treated exclusively, and hence it is best to connect them to a senior. Another set of irritating customers is those who file for product returns when the time limit is over.

    Also, dealing with new customers can be challenging because they need instructions on using a product. Although companies might have prepared onboarding product videos, they sometimes cannot understand.

  4. Dealing with new customers:

    The new customers require some guidance and heads-up because they are not acquainted with the product. They might ultimately discard your product in the trash can once the customer service agents don’t help them. So, the agents must have complete knowledge about the usage of the product to detect where a new customer might be going wrong. Once they don’t get the required help, such newbies shun your product, but not before badmouthing about it to everybody else.

    Although customer service employees might have all the resources, they must be given knowledge about compliance rules. For example, they must be aware of the company’s policies regarding returns and replacements so that none of them is violated because heavy fines are levied if they are.

In the end:

Apart from customer service training, it’s also essential to see that such staff are pleased with their work schedules because when they are burned out, they are not in their best moods to attend to customers. So instead of them working more, even on holidays, you get technology like chatbots that can answer routine questions. When the customer service agents work more in their jobs, they are likely to switch, costing you experienced resources.

08 Mar 2022
elearning apps

What kind of an elearning app should a business use?

An e-learning app has become a necessity for companies because employees are so engrossed in smartphones. If the businesses don’t have an e-learning mobile app, they can’t make users browse their content. The e-learning companies USA have to produce an app rich in features so that the users enjoy using it, but for that, the right technology stack has to be used. Before choosing a technology stack for an e-learning app for their client, the app creation companies have to think of the scope of the app.

Native or Cross-platform?

 

The e-learning industry is now geared towards native apps, i.e., an app built solely for a single OS, either android or IOS. Moreover, having a native app is a safer option for a company because it has only one codebase, either Java or Objective-C, so there can’t be many bugs.

But a cross-platform app is developed using two code bases for compatibility with both IOS and Android-based phones, so its development time is less and can be used on both the operating systems.

However, native e-learning apps don’t need an internet connection, unlike a cross-platform app, which is beneficial because users can access them without using any mobile data.

Moreover, these apps are ideal ways to ensure that users can access them without public Wi-Fi at any location, which implies that accessibility will happen regardless of location.

Besides, the native app uses the hardware and the software of the OS and the mobile phone. Native apps have the advantage that since they are based on a single operating system, they use the system’s features such as memory management, location tracking, etc., and deliver the best app performance. They can also be linked to the other native apps used on the phone. Hence, they can easily use the device’s capabilities such as push notifications and microphones.
 
But a business needs to decide whether it should outsource the app development or not.

In house development or outsourcing?

 
The e-learning vendor checks which programming languages are reliable when developing an app. They can have their flaws, and hence the app has to be checked for any before it is launched. It’s because any bugs can cause the app to be hacked. The e-learning companies provide the business with a technical specification document that includes all its functions to be developed with ease. These functions decide which programming language is better for the app. The e-learning companies also have app developers with ample experience because any lack of expertise can cause problems later. Hence, these are the reasons why app development should be outsourced to one of the e-learning companies USA:

  1. Experience in developing apps:
  2. E-learning companies in the USA have full-fledged experience in creating such apps. They have a suitable variety of resources at their disposal. They also proceed meticulously with a plan of action. The first phase consists of Story Analysis, which includes developing the inputs and outputs of the app based on collaboration with end-users and managers. After the information flow has been decided, it’s time to create a Prototype consisting of the front end and the backend of the app. Then the third stage is to Determine the Technology Stack, whether it should be IOS or Android. These technologies are also dependent on performance and the app’s scalability, like how many users will access it at a particular time. Once all the considerations are taken into account, the US’s e-learning companies then decide on the Action Plan, like how the app will be developed, the time frame, etc.

  3. Fixed costs:
  4. Companies can’t save costs by using some free frameworks on the internet for app development because they may have to pay extra for more features. Developers have to be hired if they want to offset such additional payment. On the other hand, when a business takes the help of one of the e-learning companies USA, the app costs are decided in advance and released on time.

  5. Guidance by the e-learning vendor:

E-learning companies USA can guide a business on what app they need depending on their budget. A native app is an expensive option because the two codebases have to be written for Android or IOS. These costs can only be averted once you decide not to launch the app for one OS to avoid development costs, but it will restrict the accessibility of your app. Hence, a cross-platform app that works on both IOS and android is a better option because it requires a lower development budget. So, depending on the scale of your business, the app type can be chosen.

If security is a consideration because the app stores the confidential data of users of e-learning companies, then it’s better a native app is preferred because it uses the security features of the OS. The native app developers can include many features, such as file encryption, by using the OS libraries. So, the users can easily upload a file without the fear of it being accessed by hackers because it can’t be decrypted. So, if the e-learning app belongs to banks and hence contains confidential information about the processes, then a native app is a better option.

The customer experience also decides which app should be used, whether native or cross-platform. It’s because native apps deliver a better user experience since they can use OS libraries, and hence they are customizable in the future. The learner engagement can be increased multifold once the native apps deliver them a better UX. The UX decides their app journey, and without the right one, the customers leave the app sooner than desired. E-learning apps need to focus on better UI capabilities because they must have features like gamification. It’s an integral part of e-learning; with native apps making use of an OS’s existing libraries, they are a better choice for an e-learning app, and be it for medical e-learning or compliance training purposes.

04 Mar 2022
L&D

How can L&D give any results? 

Elearning is now getting implemented by every company to upskill the workforce. But is it yielding the results it should? It isn’t.

Well, in a survey done by the Harvard Business Review, which included 1500 managers, 75% were not happy with the learning and development(L&D) provided by their companies.

And a large majority of them didn’t believe that they had the requisite skills for their jobs. So, is eLearning justifying the purpose for which it is getting implemented?

So, the eLearning developers should focus on certain things when trying to develop content for the employees:

  • Easy to use technology

The learning must include technology, but it should also focus on learners’ abilities. The learners must not feel that the technology impedes their learning. Instead, the learners must comprehend the technology in the course and use it seamlessly. When they can’t, eLearning is futile for them. If understanding the technical aspects of the course seems cumbersome to the learners, then it’s as tedious for them as attending a course in person. So, they might as well skip the eLearning course just like an in-person synchronous training course.

  • Least downtime

Managers in implementing eLearning aim to ensure that downtime is not caused. But when workers are going through eLearning, downtime is caused. So the eLearning department must see that it is as low as possible. Why would a company want downtime when it leads to reduced profits because workers are not contributing anything.

The eLearning department should ensure that the company does not enforce downtime during eLearning activities, and it should reduce the daily work hours for such activities.

  • Focus on changing employees’ performance

Although eLearning aims to increase profits, it deviates from that purpose when the employees pursue such courses, but the results don’t speak for themselves. So, apart from the costs incurred in developing such courses, the employee downtime proves to be a waste of time too when they have not changed their work performance. Hence, learning should aim to improve the employees learning at level 3 of the Kirkpatrick taxonomy because it can only determine whether the e-learning has caused any change in employees’ behavior at the workplace. Hence instead of wasting time on including extraneous knowledge in the course, eLearning should only impart essential knowledge. The objective of an eLearning course should be to improve learners’ skills, not just make them gain information.

What is Lean learning?

Lean learning has three dimensions, including the support streamlining and simplification of Learning and Development procedures.

So, the L&D department must ensure that lean learning is there, which implies that there is no wastage in the learning process in choosing the wrong audience, the wrong time, and the wrong quantity. When anything is not apt, it leads to so many unjustified extra costs for the organization.

What are the components of lean learning?

  1. Support

    Hence, adequate support must be provided to the learning and development department to provide the correct learning environment. Hence, their equipment must be correct and free from any faults. Furthermore, such departments must abstain from putting any extra burden on the learners because it means introducing variations in the course, which is useless if learners are forced to learn at rates faster than required or possible by their natural tendencies, it’s an overburden for them which ain’t possible without changing the e-learning content.

  2. Streamlining

    Streamlining is another practical concept in the learning and development domain. Its because the learners need to experience prioritized learning. They must be given the JIT mode of delivery rather than making them learn all the time. There must be a thought process behind why learners are taught about anything.

  3. Simplification

    Last is the simplification in eLearning, which implies that the L&D department must be conscious of the resources expended to create such courses. Hence, the main objective is to ensure no bottlenecks arise in the e-learning content design and development. When the L&D department tries to include efficiency in all the stages of the eLearning process, it can lead to a faster outcome for the end customer, who can be another department or an external client. So, before starting an e-learning process, it’s essential to go through all the stages and recognize those that can cause delays.

    For simplification, it’s reasonably necessary that the end product is shown to the stakeholders after a brief time because changes can be made quickly. Customers also feel appreciated when the end product is given to them within a deadline. On the other hand, if it takes time, the customer will give feedback decisions later. And the product might no longer meet their needs which changed due to a prolonged development time. Hence for better feedback and rectifications, the iterations in product development cycles should be short. Sometimes, elearning is so delayed that it does not fulfill customer expectations.
    Moreover, whether these are internal or external learning requirements, the truth is that the companies must assure simplification so that no waste of time occurs during the design or development process, which ensures a swift delivery.

Hence there are the following 7 principles of lean learning as follows:

  1. Eradicate waste: First of all, the L&D department should detect all those procedures which can’t affect the eLearning outcome. For example, there can be content production, which is not required at all (overproduction). Hence it’s the job of such a department to plan the content needs. There might be some processes in the eLearning design and development that can be done without.
  2. Strengthen learning: The learning and development should be one in iterative cycles. The end consumers of such learning activities should also be included because the end product is much better. The departments and customers work together, and their combined experience is put to good use.
  3. Take decisions after facts emerge: The L&D department should take plan learning judiciously. It should not be a rash decision to implement e-learning. The decision about the training topic should be delayed based on facts. Hence when specific changes have happened in the business environment necessitating eLearning, it should only be planned rather than based on assumptions about the future.
  4. Quicker delivery: The eLearning company must also provide results as swiftly as possible. Its because customer feedback should be received at a particular stage. When the product development does not happen in an iterative cycle, it can cause a slow delivery leading to the inability to implement customer feedback because the entire product has to be modified.
  5. Allow L&D to gain experience: L&D professionals must also have experience. Its important because that means no disturbance from the management, which implies that the former can do their work at their pace because management trusts them. They also stay motivated because the management has faith in them and can perform the tasks required for the eLearning job. The eLearning department must be encouraged to get a lot of experience to avoid any interference by the management.
  6. Encourage Integrity: The L&D department must work together with employees/learners because, once this way, they can solve problems in the eLearning content. When they receive information sequentially in batches, it makes sure no stress is caused when information is received in copious amounts by either party.
  7. See the large picture: Similarly, there must be interactions between different vendors who are included in the L&D department because when there are not, they produce outputs that can’t be used together. Hence there can be defects in the end output. Such communication is essential for large L&D departments where there are so many parties involved in creating the result.

 
In the end:

The main crux of lean learning is that the L&D department must use common sense and learn swiftly from its mistakes apart from implementing quickly.

 

 

 

02 Mar 2022
finance elearning

Is finance elearning mandatory in a digitalized world? 

Banking is an integral part of the economy in any country. This sector faces many challenges due to the pandemic; hence, upskilling has become a significant requirement.

An LMS in banking is necessary because there can’t be a common training place for the banking employees. Training has to be organized at offices, but banks have many branches.

Hence, the banking employees should be given feasible training that does not involve skipping office hours.

With finance eLearning, banks have gotten a significant advantage in terms of training employees without facing the problem of repeating training and even tracking compliance.

The employees can also be given scheduled training as per their comfort and can watch small bytes.

The communication skills in banking employees have been an essential matter to the companies due to which they must be given role-plays through elearning. The banking employees need to have excellent knowledge about products, and only then can they sell them. With onboarding accessible for them through finance elearning, they can handle the customers much better.

When employees are given role plays through finance learning, they can handle customers in an everyday scenario with frequent withdrawals and deposits. So, the banking employees handle in-person visits, which are also tough apart from calls requiring them to extract customer information. Employees need to go through desktop banking software during call handling to get the relevant product knowledge, which isn’t easy. They also have to access customer information after verifying their account details. Hence employees have to be given simulations in e-learning for their betterment in a call handling role.

Why is finance elearning necessary?

Elearning also prepares banks for adaptation to rapid change, which isn’t easy. Whenever a bank employs a new IT system, it needs to train employees to handle the system. When banks have so much at stake, they can’t afford to lose anything because the customers can’t handle the enormous customer influx due to changes in IT systems. The employees could miss out on essential opportunities due to a lack of understanding about IT systems apart from having frustrated customers. And with such massive employee strength organizing even synchronous virtual training is an impossible task. Hence asynchronous e-learning involving simulations is a plausible option because employees can be trained without managers’ need to check how they are performing.

The financial service industry is dependent on product sales, whether done through sales teams or external vendors. Both these sellers require training, due to which finance elearning is pivotal. There are different training portals for distinct kinds of employees with an LMS. In finance elearning, employees are not served any futile information, and the engagement is even more. The employees also get encouragement when asked to conduct webinars on the LMS in banking. Banks have not discovered the importance of customer service. It’s because, without effective service, customers tend to choose competitors. And it serves no purpose for companies to lose business because winning new customers is costly compared to retaining existing ones.

Hence, banks have to implement finance elearning because of the higher penetration of the younger generation in their customer base because they prefer digitalization in services. Banks indeed have to understand that customers will still prefer digitalized services in a post-pandemic world. For example, they prefer paying bills and even crediting cash to others through digital channels. The baby boomer generation also prefers using digital pathways for fund transfer transactions. 52% of customers like to conduct online transactions for making payments like paying bills and 46%also like using online channels for transferring funds. So, banks have no alternative but to train employees to handle the highly digitally savvy customers.

Apart from the pressure of training banking employees to cope with digitalization, it’s also a need due to cybersecurity issues. The criminals now find it easier to access banking data because everything is on a server rather than paper files. Hence, the problem with today’s world is that information can’t be locked because passwords can be hacked, and malware can be installed on computers.

Spoofing takes anyone’s identity: be it a banking employee or a customer!

Spoofing has also become a common problem here. Someone can take the identity of a customer and conduct a transaction. So, banks have to train employees to ensure that their systems are safeguarded against hacking attempts.

Spoofing can happen when the credentials of a high-level employee in a bank have been compromised due to the installation of malware on his system. So, antivirus software should be installed on every PC so that employees don’t click on links in an email from nefarious sources that are blocked. Such links download malware on their systems, and hence all their credentials for logging into a banking software are revealed to the hacker.

Banking employees have to be cautious with what they reveal on social media. It’s a problem when banking employee reveals their birthdays to unknown people on social media, which the former have used as credentials on their desktop software. The banks have to ensure that the employees are given cybersecurity training not to disclose any such information. Often the social media accounts of banking employees can also be hacked, allowing the hackers to access sensitive information. But with financial elearning, banks can be prepared to take corrective action if any such information leak happens.

What to do when a bank’s accounts are hacked?

Banks have to set up a security breach response program to cope in the aftermath of such an incident. Firstly this program must deal with issues such as customer response in case of a data breach. Secondly, it should know how to handle the law enforcement agencies who can be shown employees’ cyber awareness training records. Thirdly, if the attack has happened through a third-party service provider, what are its implications for it. An audit can also happen on a bank after such an incident, and in that case, a prior assessment must be shown.

The bank can convince its customers that its systems were hacking-proof through an assessment. In such an assessment, a third-party vendor checks your systems and uncovers any security gaps, if any. Once the gaps are revealed, they can be filled by the vendor or the internal IT department.

The banks have set up the response system bearing in mind the law enforcement requirements. The customers have to be sent notifications when their account details have been compromised. Through a phone line, affected customers can contact the bank officials. The banks should immediately block internet banking in the bank accounts of all such customers. They can also report to the bank if their compromised details are still getting used.

The customers can also be informed of any other preventive steps taken by the bank after such a breach so that there is no repetition of such an incident. It’s better, that the bank has a compliance department aware of all the regulatory requirements after a breach.

Data breaches can happen, but banks have to make sure that the customers’ don’t switch to their competitors. It’s not only those customers whose details have been leaked who stop using a bank; other customers also stop using the services. A significant percentage of customers(29%) said they wouldn’t return to an organization again once it has been affected by any cybersecurity breach. It was revealed in the Verizon and Longitude survey, done in 2019 in 15 countries, including India, Australia, UK, France, Germany, Italy, etc., on 6000 customers. So, finance elearning is helpful for banks to ensure that they have the perfect response to critical situations such as data breaches.

Banks can also ensure that a new account should replace an old one for the customers whose credit or debit card details have been stolen, and the cards linked to the new accounts are issued.

But suppose a hacker has information about your confidential numbers like the social security card birthday dates. He can also apply for loans through your social security number(SSN). Hence when a bank accidentally leaks such details, it’s responsible for providing free credit monitoring services so that its customers whose SSN has been stolen are protected from any dubious credit taken in their name. The customers can also register themselves with credit reporting agencies like Equifax. They are immediately informed whenever someone takes a loan in their name using their social security number credentials.

Coping up with such situations implies that the customers have to apply for a new social security number. But for that, all the details have to be provided again, like proof of age, US citizenship and identity.

However, these credit bureaus can ensure that you get a credit freeze which implies that no one like credit card companies and Mortgage lenders can access your credit report and provide anyone else with a loan. So, any identity thief can’t use your social security number to get a loan. But despite a credit freeze, you are eligible for a loan because the creditors can still access your credit reports. The credit bureaus provide the applicant for such freeze with a PIN so that when he wants to unfreeze because he is himself applying for a loan, the prospective creditors are supplied with his credit report.

The banks have to provide finance elearning for employees to deal with such situations. In case of identity theft, the banks should have a recovery plan in place through which the scammed customers can get aid from Federal Trade Commission. The affected banking customers can also file an FTC identity theft report, or they can call the fraud department of companies. Through this report, the businesses close the accounts of someone affected, and his login details on shopping portals linked to his credit/debit card details can’t be used for shopping anymore. This ensures that the businesses can know that someone is affected by a debit card theft in a data breach, and they must check the details when validating his card for sales.

The banking customers can also set up a fraud alert through one of the credit bureaus, and the banking employees can assist them in the same. This makes sure that the creditors have to conduct scrutiny before someone takes a loan in a customer’s name.

What if customers lose their debit cards?

Banking customers must also inform the bank immediately once their debit card or PIN has been stolen. It’s because if they inform the bank within two days of such a theft, they are only responsible for payment of $50 under the unauthorized transactions, no matter their amount. But, if the banking customer reports such a theft after two days, they are liable for payment of a maximum of $500 debited through unauthorized transactions from their account.

01 Mar 2022
Elearning forums

How can elearning forums help employees?

Technology has become such a crucial asset for companies because it allows them to share knowledge with employees. It’s true that companies need to ensure that employees develop and harness a drive to learn things. This can only happen when organizations use technology such as online forums to eradicate barriers in communication.

Apart from creating e-learning materials to boost the knowledge of employees, the companies need to focus on existing resources too. Employees can be given opportunities for collaborative learning where they can circulate knowledge to each other on forums.

There is a hidden repository of information in every company, and it should tap into it through e-learning forums.

The company can recognize which people in the organization are incredible sources of information through surveys. And then the ones with the biggest potential can be categorized according to their knowledge pools.

However, 30% of organizations still don’t have forums to help employees ask questions from their peers about confounding topics.

Besides facilitating knowledge sharing, these are the other benefits of online forums:

  1. Offer scope for human interaction: The learners partake in learning discussions on such forums, and it helps organizations to reduce costs incurred on formal training. The human assets get so much amplified when their colleagues solve their queries, which also boosts the camaraderie between them. In fact, when such discussions happen, the new employees get to learn such valuable information which is recorded in the brains of seniors or experienced co-workers.  Anyways, such forums offer opportunities for joiners who are working from homes but want to interact with other employees.
  2.  

  3. Increase confidence: The learners who lead the peers in such discussion often get a confidence boost, and it makes them go for the e-learning materials with a new zeal because they feel powerful after helping others. So, using an e-learning forum provides a great spur to an organization’s e-learning initiatives.
  4.  

  5. Get feedback about e-learning: The L&D department can also browse through such e-learning forum chats or get an idea from the employees themselves involved in them about the skill gaps not getting addressed by the formal training. With this information on their hands, the learning and development team can make sure that the e-learning content is better suited for the learner’s needs.
  6.  

  7. Get information about the most updated technology: The knowledge-sharing culture has to be encouraged in an organization because the technology is getting updated all the time. The learners want information that is useful as per their circumstances, and it’s not always possible to upload all such information on the LMS in the form of e-learning content, at least not so frequently.The organization might lose on some big opportunities when the employees don’t have the knowledge to carry out some tasks.

    Businesses can also ensure that they provide support in such online e-learning forums and add chatbots that can post hyperlinks to YouTube videos and pages in e-learning assessments to help the puzzled employees. If the employees don’t find the link useful, the employees can then be redirected to interact with another employee.

  8.  

  9. Brainstorming: E-learning forums allow employees to share so much information and are effective tools for brainstorming, which expedite their work. Employees can get a lot of timely inputs from others about the implementation of a path-breaking idea on such e-learning forums.

How to boost forum posting?

People should also be encouraged to share information on such e-learning forums. They might not have the initiative to do so because of a lack of time. But knowledge sharing should be an inclusive element in every culture and people should be infused with the motto of helping others. Hence, people should be rewarded when they let others know something useful. They can be given due acknowledgment for their knowledge sharing and praised too. It should be made a part of daily work chores. In fact, employees should be sent popup notifications when someone posts a question on an e-learning chat forum.

Some employees might be apprehensive about posting their queries on a forum for the fear of being judged by others. They are hesitant employees, so the forum administrators should see that the former’s posts are only seen by a smaller group of 5-10 people they are comfortable with.

In fact, they might end up procrastinating it, so make sure employees get some brownie points for asking others their confusions on the forum. It’s not always helpful for a company if an employee does not sort out his confusions and looks for answers online, adversely affecting his work due to lack of knowledge.

25 Feb 2022
health elearning

Is health elearning advantageous?

The healthcare industry has been receiving so much attention since the world experienced the pandemic. Doctors have become dependent on video conferencing software because they need to treat patients remotely.

However, technology is getting used in this sector for a long time for learning purposes through health eLearning. For example, doctors need to use many medical terms in front of patients.

Health Elearning about Latin etymology helps doctors better grasp these words and their abbreviations.

Such courses which teach about the origin of these words are useful for doctors and medical clerks.

In health e-learning, the doctors are tested as well as in the traditional learning approach. In fact, the range of questions in health eLearning is much high because learners are given questions through a database. Such databases can be created by eLearning companies USA based on books written by reputed doctors.

These are other ways in which health elearning is helping doctors:

  • Easier learning:
  • The doctors can be taught so many things through elearning. For example, flashcards can teach them about medical terminologies (symptoms and medicines). Moreover, when flashcards are used, the recall ability of the learners is stronger, which helps them in pursuance of their professions. That’s why; the use of health eLearning has given a new meaning to the knowledge in this profession because doctors don’t need to have portable flash cards. Instead, they have eLearning-based mobile apps that can help them access such flashcards anywhere anytime. Another example is when the health eLearning helps doctors learn about the human stomach and the digestive system tracts’ problems. For example, the medical interns can now be shown 3D images of the alimentary canal through SaaS-based eLearning software. They can even draw such images and hence be evaluated for their knowledge.

    • Better surgical skills:
    • The medical profession is one of the most time-bound occupations globally. Once a doctor can’t make the right decision at the right time, there can be adverse consequences for the patient. Hence doctors should be introduced to case study simulations to practice their skills to make life-altering critical decisions in real-life situations. These simulations can involve virtual reality-based 3D headsets and controllers so that doctors can conduct surgery in virtual patients and know the ramifications of every decision.

      Health eLearning is crucial to impart competency training to doctors. They can finally practice their procedural skills like bronchoscopy, airway management, endoscopy and suturing, etc., using mannequins in simulations. The learning doctors working on the mannequins get feedback

      about their pulse rate through PCs that control the compressors of such objects. So the doctors get the experience of operating on real patients. Hence, through such training, evitable errors committed by doctors are eliminated.

    • Compassion and role play:
    • The medical personnel also need to be given proper interpersonal skills to treat patients with compassion. Over time, patients need empathic listening, which can help doctors prescribe better medicines. Narrative medicine, which teaches listening skills, helps doctors forge a close bond with the patients. The doctors comprehend the patients’ lives through listening apart from just browsing through their medical histories to understand their current condition. Such soft skill training can be imparted cleverly through virtual reality simulations, which enable doctors to role-play.

      When such simulations are based on narrative medicine, letting doctors know where they are wrong in asking a patient in terms of voice tone, the former can learn how to better understand an affected person. The doctors can then jot down all the information and assemble it to form a better prognosis.

      Health eLearning has also become a major advantage when doctors are now treating patients worldwide. So, if a doctor in the US has to visit Africa and treat patients there, he can be prepared to deal with cultural diversity through an eLearning course. It can help him with intrinsic features of such a culture like veils on ladies’ faces. This way, they become more culturally sensitive and treat such patients without being considered rude.

      Moreover, doctors in hospitals must also be aware of the industry laws because not following them can affect their reputation. This is where health elearning can be of great use.

    • Palliative care:

    The doctors have also got new experience in the domain of palliative care. This is important because patients of certain diseases need palliative care apart from curative medicines to relieve the symptoms. When the patient’s family learns the particular triggers which can cause problems like depression, they avoid them. Palliative care can be taught through health eLearning, including recorded videos of established doctors in this field.

    Furthermore, health eLearning for patients with delirium starts with a quiz to evaluate doctors regarding knowledge of symptoms.

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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.