Most training solution companies will claim expertise in the design and delivery of blended learning but few can validate this claim by example. We never expect our clients to have to knock on one door for, say, bespoke and custom eLearning development and another for workshop delivery.
Smart eLearning is owned and run by learning and development professionals, not ‘techies’. We’ve all been trainers of Blended Learning, often via Virtual Instructor-Led curriculums (vILT).
As such, our comfort with blended learning is partly because we never allow ourselves to get caught up in the technology when designing a solution. And we never forget that the sound theories of instructional design still apply and underpin all effective solutions.
Whilst our core business is bespoke e-learning development, we also offer a wide range of off-the-shelf Ready to Go e-learning, workshops and other generic learning resources.
We have solutions for the following:
Customer service training
Equality and diversity training
Fraud prevention and security
Health and safety training
Health and social care
IT and system training
Large scale projects
Management skills training
Onboarding and induction training
Product knowledge training
Technical skills training
We can help you with all the major authoring tools
We know a lot about authoring tools and how to make the most of them. When you want to build your own eLearning, we can help you get there.
Let us help you with choosing, learning and getting the most out of a rapid eLearning authoring tool. We build content and resell a variety of authoring tools. We also provide training, support and consultancy.
We can help you select the authoring tools that meet your skills, budget and needs. We can also build templates and content to give your in-house development an extra boost. Get in touch, we’re happy to talk tools with you
Smart eLearning: Driving Change Through Positive Learning Experiences
Smart eLearning understands that the modern learner wants accessible learning that is inspiring, relevant and fun. Learners need to have the freedom to experience and experiment, problem solve and practice applying their new skills. Our learning is always learner centric, which enables them to learn what they need, when they need to.
Smart eLearning also understand that employers need their team members to be promoters of company procedures, compliant with the law, actively improve their performance levels and contribute to business goals.
Tremendous benefits result from elearning—chief among them improving employee performance and productivity, aligning expertise with business objectives, and providing consistent and scalable training to a dispersed workforce.
Unsure if eLearning is for you? The following four steps will help you build a strategy.
Step One - Identify Your Needs
A “one size fits all” approach to eLearning is not sustainable. Each department at your organisation should consider its skill gaps and document its training needs. For example, Human Resources may need to improve new hire on-boarding while IT needs to keep engineers up to speed with the latest software. Understanding the most critical pain points helps build a business case for eLearning.
What are the problems? These could include a need to increase performance and productivity, encourage innovation, create new leaders, or improve employee retention.
How big are the problems? Consider how many employees are affected in each department , to what extent productivity suffers, and which projects are incomplete.
Could eLearning be a solution? If the answer is no, ask why. Is the department unfamiliar with eLearning? Without buy-in, eLearning is less likely to succeed.
What are the requirements? These could include integration with a learning management system (LMS), 24/7 access, detailed reporting. Look for commonalities across teams and departments.
Step Two - Set Goals
With needs identified, you and your team can start creating a plan that exposes the value of eLearning and set goals for a future deployment.
To set goals, answer these questions:
Do department objectives align with company goals? example: Management training in the IT Department is needed as much as it is company wide.
How can we reach our goals? example: With eLearning, we can offer management training anytime and anywhere—making it easily accessible to all eligible employees, who can learn at their own pace.
Do we need a short- or long-term strategy? example: Several executives are expected to retire in the next five years. A long-term strategy would support succession planning.
Step Three - Decide Measurement of Success
Measuring the effectiveness of eLearning and tracking the return on investment (ROI) is critical to confirming that goals are met. Define metrics and key performance indicators (KPIs). Create baselines and milestones. Effective eLearning solutions offer detailed reports that track usage, course completions, time spent on the service, and more. Reports can help calculate ROI.
METRIC NO. 1: Employee Engagement – The goal is to evaluate whether training is used. If not, why? The goal is not determining the ultimate efectiveness of training. This measures interest and commitment, and how often employees use online training. To measure this, effective solutions provide reports that contain data on user registrations, course progress and completions, the frequency of logins, and more.
METRIC NO. 2: Knowledge Acquisition The goal is to confirm that learning has occurred. This measures knowledge, attitudes, skills, or other attributes acquired. To measure this, effective solutions incorporate assessments that help determine how much critical content an employee learns.
METRIC NO. 3: Behavior Change The goal is to confirm changes in performance and demonstrate positive ROI. This measures use of new knowledge, attitudes, and skills. This is measured through observation, performance benchmarks, project analysis, and feedback from superiors or subordinates. The easiest way to confirm change is to document a deficiency before and its reversal after training. Surveys are great for documenting change.
Step Four - Find a Qualified Provider
After taking all of the above steps into consideration, the final step is to find a provider who understands this process. Fortunately Smart eLearning has stepped up to become more like a trusted business partner than shortsighted vendor of years past. We can talk candidly about budget constraints, expectations, and hidden politics in ways that would have been unheard of a decade ago.
“I think of it as if I were to hire someone to build my house. Just because they have a truck, great tools, and a team of dedicated workers, doesn’t mean they know how to build a house. I want to see, walk through, climb stairs, open doors, look out windows, and flush the toilet in a house they actually built.” — Kevin Thorn, LMS Administrator, eLearning Development, AutoZone, Inc.
What's going on in the world of corporate learning?
- 72% of companies credit their eLearning or blended learning with their competitive edge
- 9% said their eLearning is a factor in their success
- 19% said that it wasn't a factor
- 76% of Employees consider opportunity for growth their #1 reason for remaining in the company
- 11% say that opportunity for growth is a consideration when choosing to leave or remain
- 13% said that it was a minor factor
- 83% cost was the biggest factor in their decision to implement eLearning
- 14% time was the biggest factor
- 3% accessibility was the biggest factor
- 77% of American Corporations already utilising eLearning
- 13% Expected to join the eLearning revolution