eLearning Implementation

Rolling out a new ELearning environment requires both prepartion and marketing.

Preparations

A key preparation item is selecting the best course to convert from traditional delivery methods to online delivery. The first courses must be successful, or the entire program may suffer. In selection, consider:

Is the subject matter objective, or does it require judgment or subjectivity? Objective subject matter is a better candidate for e-learning.
Have training materials been developed? If so, are those materials already divided into sections or chunks of information?
Does it incorporate multimedia? These types of programs don’t take as long to convert to elearning.
How quickly does the subject matter change? There is an advantage to using e-learning when the subject matter changes often because updates are quicker to implement.
What size is the intended audience? Small audiences generally are not cost-effective.
Does the intended audience have the necessary technical skills? One of the major hurdles in implementing an e-learning program is getting learners accustomed to technology if they are not already technically adept.
Start with a small number of courses and create a plan for integrating e-learning into your current training programs.

Marketing

Marketing your e-learning program includes introducing the e-learning program, promoting it, and maintaining and increasing usage over time. This may include:

Integrating e-learning programs into new employee orientation programs
Incorporating e-learning programs into employee performance models
Educating managers and supervisors about the program and how they can incorporate it in employee development and performance improvement.
E-mail campaigns to promote e-learning and its benefits. Promote specific courses and provide information about the benefits of each e-learning program.
Providing for recognition of employees who take e-learning courses.
Evaluating your e-learning programs so that you can improve the areas that are weak.

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