While we are making a rapid transition to digital learning it is hard to imagine that it would have its own set of challenges. Having said that it is not unusual either.
However, it is these set of challenges that will help us to create new benchmarks for learning and development overall.
We have all been experiencing the change that eLearning has brought not just to digital learning but to the entire learning and development ecosystem. It would be safe to say that we have embraced eLearning and if not atleast most of us a keen to explore it and find ways to optimize it’s use in the skill development process of an individual.
But has this journey been easy? Will it be easy? Will the experience that the learning and development administrators go through when adapting to eLearning encourage others or keep them at bay?
The answer perhaps lies in the evolutionary journey that this learning methodology will or must go through.
Let us quickly take a sneak a peak into what are some of the challenges that eLearning is faced with and how by overcoming these challenges it can transform the learning and development ecosystem
In this article we will take a deeper look at some of the challenges which in our experience has been the biggest roadblock for eLearning
While we are highlighting the challenges out here, we are not trying to negate the value it is creating currently for the learners or the value it could add in future.
Learner exhaustion: eLearning modules have always appealed to the learners because of the flexibility and accessibility it offers. In spite of that it can be tiresome for the learners. eLearning modules which are not designed to suit the taste of the learner or aligned to the learning objectives can be very exhausting for the learners.
While a lot of organizations are invested in well being of the learners especially when the platform is digital, there are a greater number of organizations who are still in the transition phase. They are struggling to strike a balance between the appetite of the learners and the quality of learning.
The length of the module, the tools, the scenarios everything counts in learner engagement. If either of them is not in congruent with each other, it is bound to create a distaste among learners.
Learning administrators therefore need to be aware of the profile of the learners. The profile of the learners would mean their age group, their job profile, the current and future skills required, the learning path they are going to be taking in the current profile and the outcome that learners want to have from the course.
This will enable learning administrators to work more closely with their learning partners to create custom eLearning solutions or identify courses that are most aligned to the learner expectations
Lack of learning culture
This one is a big one. This is perhaps the starting point of all. A learning culture takes time to build. It is not only how much an organization is willing to invest for learning but it is the aptitude for learning that the organization instil among employees that encourages the learning administrators to explore creative ways of learning.
Especially for organizations which has a moving workforce or a workforce spread across geographies it may seem difficult to establish a consistent process of learning and appeals to the diversified workforce.
A lot of organizations also have centralized body which regulates learning and development strategies across location which sometimes fails to reach the larger group.
While eLearning may seem as a great learning source sometimes the scalability factor may be worrisome. On top of that if learning and development is centralized it could limit one to explore other avenues with eLearning.
Organizations which promote a learning culture are successfully able to create synergy between the global learning and local learning teams.
While for organizations which want to explore digital learning, off the shelf courses may seem like a safe option, it may not always create the experience that one wants to create for your learners. This disappoints the learning administrators as well as the learners. This disrupts a culture even before it is formed.
Therefore, learning partners will have to play a very critical role out here in guiding organizations to identify the right approach to learning.
A wrong learning methodology can undermine the value of eLearning, learning partners as well as the learning administrators of the organization
‘Custom eLearning Solutions’ may seem like an expensive approach for many but in reality, if the approach is thought through it can be an asset in the making.
While off the shelf courses may sometimes lack the depth as a lot of them come with the LMS an organization may have bought it may not always address the learning need of the employees inspite of it’s good quality.
That is when learning administrators opt for custom eLearning solutions to ensure that learner interest and organizational goals are able to come together effectively.
One of the best ways to make eLearning cost effective is by first identifying it’s purpose. Once you have understood the purpose. After that, connect with internal teams to screen the available content and what part of it can be repurposed. Finally, connect with your learning partner to understand how their capability can help you offer a good learning experience to your employees within the budget you have.
Check for the content upgradation cost as well as a part of learning content management.
Engaging learning may not always have to be gamified content which can be comparatively costly. At Contoole, we are constantly thriving to create gamified content in the most cost effective way without having compromised with the learner experience or the learning objectives.
The key is to create an eLearning library gradually which can be considered as an asset over years. With a well negotiated contract with learning partners, organization can make the most of custom eLearning solutions.
Finally, the big one which every stakeholder has an eye on. The perception related to learning unfortunately in most places have still not changed. While it is a good to have, it still does not feature in the must have category.
The problem is not in looking for ROI, the problem is when one tries to look for ROI out of a 15-minute or 30-minute course or even 1 hour for that matter.
eLearning as a stand along program can result build awareness, knowledge or expose to analysis at the best. To have tangible ROI one has to transition to higher levels of eLearning which would include simulation and gamification and blend it with other forms of learning which have a very clear learning objective and well-defined performance goal.
At Contoole, we strongly believe in creating learning content that enables performance and steers an individual towards achieving performance goals.
We shall be happy to talk to you and support you in your endeavour if achieving your organizational goals
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