Distance learning is becoming more and more relevant. Using modern technical advances, you can simultaneously improve the qualifications of employees from branches, promptly deliver and update information, because the information that was relevant yesterday is outdated today.
How to organize distance learning from scratch? Are you a Learning Officer and understand that for optimal business development you need to implement eLearning in your company, but don’t know where to start? Then you might find the tips below helpful.
Tip 1. Set goals and objectives
If you set a goal: to launch distance education just to teach employees, then get training for the sake of learning, this is a deliberately false path. But if you want your employees to acquire the necessary skills within a certain time after the implementation of eLearning, then you are focused on results.
Think over the criteria by which it will be possible to assess whether you are successfully implementing online training or not. For example, after completing training in your company, sales increased, expenses for trainers who previously needed to travel to regions (payment for business trips, travel, and accommodation), etc. decreased. Also, if you set salesforce certification as a yearly goal for your sales team. Then, make sure you follow it accordingly.
Define short- and long-term goals. Use “small steps” tactics. For example, a short-term goal might be to launch a pilot project or create a teaser for your distance learning.
Tip 2. Choose the tools for your tasks
Typically, when introducing distance learning, the following tools are used: webinars, e-courses, video lectures and tests. You can put together a training program using only one tool or using so-called blended learning – alternating webinars, courses, video lectures, tests, and even face-to-face classes. Distance learning systems (also called LMS, Learning Management System, LMS) are suitable for organizing blended learning – they close all tasks: you can assign e-courses and tests, conduct webinars, maintain a calendar of face-to-face classes.
Tip 3. Develop e-courses at the start yourself
Course development is expensive. The simplest course of slides will cost you not more than a $100 bill. A video course with the possibility of interactive and dialogue simulators can cost up to 1 million. You can read the article about what constitutes the cost of the course.
At the start of the project, you will have to make many edits to the existing course, and this is difficult to do with contractors. In addition, without the skill of developing courses, you will not be able to draw up the correct terms of reference for contractors. As a result, you get a bad result and wasted money.
Tip 4. Create a test group and pilot the project
A pilot run is a test drive of your course. With its help, you can evaluate the quality of the training system, find errors, and make the material as useful as possible. Incorporate training, the importance of a pilot is often underestimated, and as a result, employees are reluctant to learn from an unfinished system. Launching a training system immediately after development without debugging a focus group can greatly reduce its effectiveness and lead to a loss of time and money.
Tip 5. Run a PR campaign for distance learning
Internal PR will help to raise the authority of distance learning, your employees will do it of their own free will, and not under duress of their superiors. PR elements can be news, announcements, course teasers, videos with greetings, awards, and congratulations. E.g, if you want to launch a learning course for the sales team, then salesforce course details should be listed down in the campaign.
A teaser is a preparatory stage that will help to position employees to introduce a new form of training for them, show the opportunities and benefits awaiting them, and arouse interest and enthusiasm. A teaser is quite possible to do on your own, and your future students will be pleased to see live material in a video or presentation.