Tag: personalized elearning

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.

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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.