Transitioning from face to face training to eLearning - part 1

eLearning has fundamental advantages and opportunities. It can ensure that:

• any number of staff, including those in dispersed and remote teams, receive the right training at the same time,
• it can be rolled out and revisited at any time,
• it can be used to help upskill and cross-skill staff rapidly,
• it is recognised compliance training that can be reported internally and to the industry regulator; and
• will also count as valuable development (CPD) time.
• It can be used as a tool to train staff on a whole range of topics including

 

Frequently asked questions:

How do I deal with questions that my learners might ask in face to face training?

Part of the design process involves thinking like a learner and anticipating the sort of questions that someone might ask, and then ensuring the content includes that information. What’s more, by utilising question banks for assessments and opportunities within the LMS to post comments and feedback, you can address a learner’s questions and responses to content in a proactive and responsive way. You can also use intranet-based solutions such as sharepoint or groups set up on MS team, for example, to invite questions and provide responses.

How do I engage with and keep my learners engaged?

Relevancy and interactions are the keys to keeping learners engaged. Here are 4 ways to achieve learner engagement:

1. Design content that speaks directly to the learner, making it feel relevant; using words like ‘You’ and ‘Your organisation’ to contextualise the scenarios and learning points for the learners’ own roles and experiences.
2. Incorporate interactivity into the courses wherever possible, such as using relevant scenarios and techniques that allow the learner to make decisions/answer questions, that require the use of knowledge and affirm key learning points. , is another great form of learner engagement and provides a fun, fully interactive way of affirming key learning points and you can even compete with your co-workers or as a solo player.
3. Deliver learning content in various mediums such as text, audio, animations, and interactive screens, as well as varied components including hotspots, flip cards and videos.
4. Communication campaigns through blogs and emails prior to, during and after the launch of training; to keep consistent key messages in the forefront of learners’ minds and use consistent graphics style to keep a topic recognisable.

How do I know the learning has been effective?

The way to assess the efficacy of learning is through the following methods:

• completion of assessment or diagnostics questions (prior to training and used to compare results before and after), designed to test understanding of a topic and show gaps in knowledge or understanding, rather than questions that require instant recall of terms or statistics.
• Witnessing a change in behaviours or approaches change, leading to positive results in your organisation.
• MI such as a reduction in customer complaints or staff surveys that show a positive shift in behaviours.

How can elearning work for soft skills or behavioural training?

elearning is designed to be part of a wider training strategy aimed at changing peoples’ behaviours; and to be available at the point of need and in the flow of a learner’s day. By utilising bite-size digital resources which help to address relevant behavioural and workplace skills, learners can access comprehensive and practical skills development in key subject areas. The content builds on an individual’s communication skills, personal development and career development, leading to essential marginal gains and a significant impact for the organisation as a whole. While qualities like good teamwork, listening skills and savvy sales techniques are elusive and intangible, offers a practical approach to understanding what these skills really involve and a relatable approach to exploring and contextualising these skills in practice.  

When building digital learning solutions here at Access, we keep these questions at the forefront of our development, taking into account the outcomes organisations will be looking to achieve, while working with subject matter experts to deliver a high-quality, content-driven solution.

As a result, we are proud to offer a holistic approach to training delivery, all of which can be completed on devices including mobile phones to make learning accessible at the point of need.

Our approach includes:

• Video-led microlearning solutions, providing around 15 minutes of CPD that contains key points, exploring the subject matter and covering the core areas which learners need and want to know, as well as offering hints, tips and calls to action. The subjects range from soft skills such as leadership and personal wellbeing, areas of law, through to the practicalities of managing staff in various scenarios (including times of remote working). The eLearning courses are designed to work well as introductions to topics, as re training or as quick effective training solutions and can be completed during a break, a journey, in the office or at home at any time.
• Longer video solutions, typically lasting around 30 minutes that expand on key points, include useful scenarios and a scored assessment to help show levels of understanding.
• Detailed courses, that provide more in-depth learning, interactive scenarios, testing and calls to action. These will help bring the focus of the learning to the learner’s own role and responsibilities within their organisation and cover topics such as managing financial crime. We do this through the use of videos, reading, audio, interactions, and a scored assessment.

If you would like to find out more about the support that we at Access can provide for your organisation’s eLearning needs, through our extensive eLearning catalogues; please contact us at [email protected] or call us on 0800 055 6586.