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How to implement digital learning strategy for Corporate Training

How To Implement Digital Learning Strategy For Corporate Training

For organisations now the question is not “whether to implement eLearning” but “WHEN & how”?  

Of course, this is only if they have not already been forced to do so which is the case with so many.  For most, the digital journey has already commenced and is becoming the norm.  Technology is now an essential component of learning and on-line learning is more important than ever for corporate trainingEnsuring that you have the platforms and necessary systems to up-skill your people doesn’t need to be a huge investment of time or budget but a few basic steps and some analysis of “current vs desired” state will ensure that you are well on the way to achieving success and return on investment (ROI). Managing the first two steps in the process will assist to ensure success in the implementation. The most important step in your development of a digital strategy is a thorough needs analysis.

  1. Needs Analysis.
    A few basic questions can ensure that your needs analysis is effective and will provide the information that you need to develop your digital learning strategy. This will provide a clear picture of what is needed, and some investigation of different options can begin.
    In summary: Where are we now? Where do we want to be?Some questions to ask* include:
    – What are the organisations learning objectives?
    – What is the maturity level of the learners and their technical capabilities?
    – How are we dealing with on-boarding & compliance, professional development and leadership development?
    – How can digital learning assist?*Contact us for a full needs analysis template and questions to consider if required.

  2. Investigate options
    With organisational goals clearly articulated and the current state well defined options to bridge the gap to the future state can be explored. This is where a clear focus on needs will result in an effective solution and can eliminate unwanted options immediately. Gain inputs from as many experts as possible and compare different options carefully as price is not always an indication of effectiveness. Look at the “big picture”, keep in mind overall requirements, future developments and where possible, gain feedback from experienced users who have in-depth knowledge and can highlight potential issues.

  3. Plan, implement and review
    As with any project, a detailed project plan, milestones and risk mitigation will assist with implementation. Effective change management and communication is paramount for success and speedy uptake.

Looking at learning needs from a wholistic view can ensure that your solutions are pragmatic and effective. For delivering an organisation’s goals of learning and training needs, always begin with the end in mind.

* Contact us for a full needs analysis template or assistance with your planning.

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