E-learning is digitalized learning content uploaded to a virtual space. E-learning often is compared to short videos in which specialists share information with the viewer. In reality however video is only one of the many formats of e-learning.
Are made with our client needs in mind
Are result-driven
Stimulate maximum engagement from learners
Motivate learners to apply their gained knowledge practically
Measure the level of accumulated knowledge, when possible
| Stage | How does it work? | Who is responsible? |
| Client’s situation and needs are evaluated | In one or two guided conversations | Learning project manager |
| Project proposal | In word or writing | Learning project manager |
| Project confirmation | In word or writing | Client representative |
| Relevant information for training is given | In writing | Client representative |
| Course content is created | A team of specialists (content experts, illustrators, animators, designers, etc.) design the course content according to scenarios agreed upon with the client. | Course content manager |
| Testing stage | Showing the client the created trainings, course content and how it functions. | Course content manager |
| The course is transferred to the client for use | After adjusting all trainings according to the client’s comments, they are prepared for use and given to the client. | Learning project manager |
Once client needs and issues are taken into account, it is very important to choose the most suitable e-learning format, meaning the solution that would best show the learning topic and best improve how well information is taken in. Having in mind that all people have different, dominating and preferred learning styles (audio, visual, kinesthetic), this is crucial.
Simulations
The goal of simulations is to replicate real situations with controlled risks and create conditions for the learner to make decisions, having experienced the consequences of decision making.
This can be done through small videos in the client’s work environment or in drawings, enhanced with animation and interactive elements.
We often use simulations: when recreating annually reoccurring situations or work conversations, various cases of customer service, and when learning how to use various data, document, project management, or bank transfer operating systems.
Link:
https://bit.ly/1EMSLhU
Case studies
In case studies learners are given a real, life-like situation and are asked their opinions. While reflecting, a person makes conclusions and better remembers the overall message given. Case studies are most often made by combining video and question/answer formats.
Case studies are most suitable for: discussing encouraged and discouraged behavior in the workplace, improving competence in customer service, and working in call centers.
Video
Video format is flexible and universal. With video, it is possible to cover the most diverse topics. It is essential for the duration of the video to keep the viewer’s attention up to the last second. A video can be enriched with textual and explanatory graphics of the most important key points, tables of the most relevant information and other visual tools reaching the best learning outcomes. When possible, it is recommended to measure and evaluate these results while using any e-learning format.
Video is most often used for: various introductions or presentations for learning tutorials in any field or topic.
Interactive slides
Slidecast is a learning format in which illustrations, pictures, and animated or otherwise interactive elements are combined. This learning format is flexible and can be used to cover diverse topics. Recordings, subtitles, and linear navigation are inseparable elements of this learning format.
Internet website
Creating this kind of learning format can be done relatively quickly and easily. Navigation is simple and intuitive. All information can be split into parts according to topics. Various interactive elements, galleries, and tests can be utilized to optimally cover each topic and maximally engage the user.
Times and situations this format fits the best: for presentations, or getting acquainted with new arrangements, new rules, and uncomplicated systems.
Once an e-learning course is made, it stays in the organization for an unlimited time. Employees can repeat trainings if they forget some specifics. A small group of employees can go through a course together, but individual learners can go through the course when there is a need, without waiting for a 10-15 person group to form.
All learners can access an equal quality and amount of learning content and given information. This is not influenced by human factors.
E-learning content is easily improved and added on to at any time. If the need arises in an organization, it is possible to put together a second, third, or any new section. E-learning content can be made to relate to the current relevant processes in an organization and be adjusted later to fit the organization’s needs.
Trainings can be split into parts, making it possible to present useful information exactly when it is needed. For example, trainings related to employee work evaluations can be scheduled to the end of the year.
E-learning gives the freedom for the learner to choose where and when to study: in the morning, in the evening, during the lunch hour, at work, on the way to work, or while sitting on a park bench. Everything can be learned in one go, or split up into logical parts.
E-learning courses can be developed in different languages, and efficiently adapted to different groups of employees. They can also be used when creating new businesses within a larger company group, and so on. All of this is done quickly and using minimal resources.
Our professionals recommend e-learning when:
Before choosing e-learning ask yourself these questions:
Our competent Talentator team, with its years of practical experience, will help you answer these and any other of your relevant questions.
