How to Set Your Virtual Training Lab Up for Success

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Many organizations have long made e-learning materials based on cost decisions. But this is an old-school defensive view. The e-learning plan should not be based on a price list, but should be based on the added value of the organization.
In this article, I will focus on the cost perspective, but I will also focus on the more constructive value perspective.
Creating eLearning costs a lot
Creating eLearning costs a lot of time and money. The raccoon gang’s research shows that it may take 100,160 hours to create one hour of content and generate 8,150 US dollars and 36,205 US dollars.
But once you publish the course, the fee will not disappear. The need to update content over time is inevitable in enterprises. In fact, it would be a costly mistake to invest a lot of money in content that can only have an impact once. In order to create content that is worth spending time and money, we must consider creating value.
Time and knowledge are the new currency of any organization A report by
Panopto shows that 60% of employees find it difficult to obtain necessary information and spend 5.3 hours a week waiting for it. Imagine adding the value of two or more working hours to each employee per week simply by providing the right information at the right time. From our perspective, this is a more productive exploration than calculating the cost of e-learning.
We understand that L&D cannot meet all the learning needs that arise every minute. Nevertheless, these knowledge gaps still exist. So how can we determine the appropriate learning interventions needed to fill them?
Rethinking the content creation process
The solution I suggest is to change the way we look at the content creation process by considering a bottom-up learning method called employee-generated learning (EGL). Using EGL, any employee can create and share their tactical knowledge with inside and outside the team. In return, this changed the role of L&D from a core team providing content to a team responsible for overseeing the knowledge sharing process.
With EGL, the following content is no longer needed:
Seek input from SMEs to verify content
Use complex instructional design creation tools
Hire trained developers, educational designers and graphics
Subject matter experts (SMEs) will serve each other and accelerate Disseminate knowledge throughout the organization, saving time and money in learning and development. On the contrary, training and development can play a greater supporting role, providing infrastructure and guidance for SMEs.
In order to gain a deeper understanding of the value of EGL, I break it down into four main components: strategy, people, tools, and content.
1. Strategy: EGL simplifies the learning strategy of your organization in many ways, all of which have a positive impact on your business:
Bottom-up approach: In contrast to the top-down approach, L&D is responsible for creating for the organization Learning content In an organization, EGL supports a bottom-up approach, in which employees can create content with each other. Employees can apply their first-hand knowledge of the needs of colleagues in ways that the core L&D team cannot. Added value/cost savings:
Related content created by small and medium-sized enterprises with the same views as students
The latest information, because the company maintains the content
There is no time wasted on business planning and learning design
Supported by employees-when employees follow their When work experience creates learning content, their colleagues have immediate access to tried-and-tested information. This also significantly reduces the time required to transfer knowledge. Added value/cost savings:
Provide the right information in the right format at the right time
No time wasted on studying hard
Time to market: When the information comes directly from an SME, there is no need to verify its accuracy from outside, which may require long time. Added value/cost savings:
delivered in time, because the content is created at the speed of the business
will not be delayed due to unfinished learning content
will not waste time verifying the validity of the information
business impact: because EGL enables employees Meeting their own learning needs (and more precisely, L&D can), this will have a positive impact on their work, related KPIs, and business. Added value/cost savings:
The learning content is consistent with business goals
There is no time to waste mapping business goals to employee performance
2. People: former HP CEO Lew Platt once said, “If HP knows what HP knows, We will be three times more efficient.” This is the crux of EGL.
L&D: As employees play a leading role in creating content, L&D can assume more supervisory roles and provide employees with all the support they may need. This also allows L&D more time to focus on other projects. Added value/cost savings:
Open and transparent acquisition and sharing of knowledge, even if SMEs leave the company, can ensure business continuity
L&D has more time to focus on important projects that cannot be delivered to employees
No need to waste time hiring teaching designers, Developers, graphic designers or external suppliers
do not need to contact SMEs for information
employees-as subject matter experts and active participants in daily business operations, employees are more qualified to organically create, publish and maintain ecosystem knowledge. Value added/cost savings:
update employee information, provided by the employee.
No need to waste time searching or waiting for information about work
No need to waste time seeking help or even copying content
3. Creation process and tools: In addition to having an effective strategy and key players to promote it, you also need the right tools to create and maintain your learning content.
Content creation and maintenance process: When your employees have ownership of the knowledge exchange, the creation process becomes simple. SMEs create, share, and maintain content on their own, without input or independent review meetings. Added value/cost saving:
company is responsible for knowledge sharing and learning
L&D does not need to spend time creating and verifying learning content
L&D can save time in the long run, with low content maintenance requirements
tools-use simultaneously with employees

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