In the Spring of 2020, I took a course in e-learning content design.
Beginning with PowerPoint, I created e-learning objects containing images, video, audio narration, and branching interactions.
I progressed to using Articulate Storyline 360 to build lessons to cater to learners’ abilities and assessments that provided multiple ways to demonstrate competence. I also created Rapid mLearning objects to address workplace performance problems.
As an eLearning designer, I have to consider if eLearning is worth the ROI in terms of comparison to other forms of training. It o makes sense to choose eLearning over Instructor-Led Training (ILT) with a remote workforce, but e-learning can be utilized with a non-remote workforce with great benefits.
Here are some instances to consider when deciding:
When Learners Need to Learn on Different Schedules
Self-paced eLearning proves helpful in large organizations when employees are employed and onboarded year-round. New hires can learn about the organization’s policies, and current employees can learn concepts and procedures necessary for performance.
Even with set deadlines, employees can create their own schedules. Self-paced learning eliminates the pressure to retain the information delivered during an ILT. In addition, learners can access the information they need as often as it takes to improve performance. When designed with the potential for adding updates, self-paced learning cann offset the cost of engaging multiple ILTs.
When Learners Need to Remember Rarely Used Processes
Self-paced job aids can prevent mistakes when employees engage in work-related tasks. Step-by-step job aids can help new hires recall what they learned during training while they get familiar with new work process.
Current employees can use job aids such as checklists or one-pagers to jog their memory while completing a task. Self-paced job aids also come in handy when employees need to adapt to a variation in their typical workflow.
When Learners Need a More Engaging Learning Experience
A blended approach to learning can offer employees a way to engage with their preferred learning method. Learners can benefit from self-paced e-learning, ILT, webinars, and collaborative learning experiences. Depending on the implementation, it can promote good workplace relationships and camaraderie among employees.
Blended learning engages learners by providing opportunities to interact with learning material in multiple ways.
When Learners Need to Learn Complex Material or Skills
ILT allows employees to engage with instructors while learning complex skills. When employees get the chance to ask questions or receive feedback during training, it enhances their learning experiences. Instructors can use the opportunity to adapt the training to each audience. ILT is beneficial for preventing employees from learning to perform a skill incorrectly early in the learning process. This way, employees get to improve their performance and at the same time avoid future performance issues.
Viewing E-Learning Through Different Lenses
Now that I have the privilege of looking at eLearning through the lens of a designer, I can appreciate the theory behind the concepts. I can also evaluate how well learning objects align with evidence-based best practices.
At my workplace, learning is hosted on an LMS. Employees can take some courses as self-paced eLearning courses or sign up for online and in-person ILTs.
The training is a mix of receptive and direct e-learning architectures with little or no guided-discovery architecture. The eLearning courses vary in their conformity to eLearning principles like the ‘contiguity principle,’ ‘modality principle,’ and ‘multimedia principle.’
One area where e-learning could improve at my organization is providing an avenue for employees to give feedback on aspects of the training that resonate or suggest areas for improvement.
The ILTs are updated much more regularly because learners are offered the opportunity to evaluate the training and provide feedback at levels 1 and 2 of Kirkpatrick’s four levels of evaluation.
Designing with a Team or as a Team-of-one
Working with a team can increase the quality and quantity of training that gets completed. Team members can split heavy workloads as working with a group allows for more creative ideas and contributions from subject matter experts – SMEs, members with talents in animation, coding, illustration, project management, etc.
While working as a team of one can allow designers more autonomy over the design process, it could limit the amount of work a designer produces. Working alone affords e-learning developers more opportunities to gain mastery in different aspects of eLearning design. Overall, whether and how to create and deliver eLearning depends on learners’ needs, the organization’s capacity, and its eLearning designer(s).