The E-Learning Strategy

By Matthew W Rinehart

All successful marketers are constantly on the hunt for the next big thing in their field. A tool, an idea, an approach that will make their product stand out from the rest and ultimately result in more sales and better business outcomes. Now, the next big thing is online education and custom e-Learning to be exact.

Today's top marketing organiza

• Language: English
• Publisher: Synchronous Publishing
• Release date: Sep 15, 2020
• ISBN: 9781087903736

Matthew W Rinehart

Matt Rinehart has worked in Corporate Training and Instructional Design for nearly 20 years. Matt resides in Charlotte, NC with his wife Dawn. They have three childeren; Tyler, Jessica, and Jacob. Matt owns Synchronous Partners LLC. A development agency that focuses on E-Learning, Digital Media, and Marketing.

Book preview

Forward

This book is intended to change mindsets about how we think of digital learning methods. E-Learning can and should be used as a supplement to traditional methods and as a tool for engaging audiences. E-Learning is not a boring task to be completed, but an opportunity to create an enjoyable, engaging, entertaining experience for learners. By looking at e-learning as a form of entertainment we can begin to use it as more than just another educational means. We can use e-learning as another tool in our sales and marketing toolbox or as a means of employee engagement and retention.

Introduction

For workplaces, there are some major benefits to online training, particularly the cost savings associated with traditional delivery, including travel, accommodation, course facilitators, and covering for absent staff. Training can also be ongoing through e-learning rather than being restricted to a time, as is the case with traditional delivery. Yet preparation in e-learning can be more conveniently streamlined than conventional implementation where there is more chance of individual experiences.

E-learning is more effective for an organization with a geographically dispersed population, as it means that new staff or an organization's customer base is trained promptly rather than waiting for enough to be available before it can begin. The traditional implementation offers immediate feedback and is more useful for non-motivated learners and teaching skills where it is necessary to see if the idea or related competence has been learned and a specific skill or comprehension has been accomplished. Because there is no clear winner. Companies are taking a hybrid approach that blends digital implementation and e-learning. The aim is to create a balance between the two.

1

What is E-Learning?

The worldview was pretty straight forward when it comes to education until the early' 00s school was in a student study hall with a teacher who led the process. Physical presence was an easy decision, and it was troublesome, the best-case scenario to challenge some other type of learning. Then the evolution of the machine happened, and the figuring environment changed fundamentally. E-learning is essentially a computer-based educational apparatus or system that enables you to learn anywhere and whenever. Today e-learning is distributed for the most part through the internet, even though it was delivered utilizing a mix of computer-based devices, for example, CD-ROM previously.

Technology has advanced so far that the spatial difference is bridged by utilizing devices that make you feel like you are in the homeroom. E-learning provides the capacity to distribute content in a wide range of media, including images, slideshows, word documents, and PDFs. Users additionally can lead to webinars (live online classes) and communicate with professors through a visit and message discussions.

Most companies move away from instructor / organization-centric methods to provide greater versatility in instruction and to provide more practical environments with film and animation simulations. Nevertheless, learning can be delayed by overemphasizing technologies or reliability/integration issues. To support face-to-face interactions, social networking technologies are now being used. The learning philosophy must be incorporated into business processes, attitudes, and organizational frameworks, without obstacles to learning. E-learning can add valuable activities such as customized training, skill gap analysis, pre-and post-mentoring and support, and the provision of e-learning-related consultants services. An undisputed benefit for e-learning organizations is that they can monitor and measure the training of employees to determine cost savings, return on investment, and other efficiencies (e.g., reduced time for developing and updating training materials). The ability to deliver standardized, accredited training across different sites is another major benefit. It might be possible to use the potential cost savings to invest in more preparation. E-learning is sometimes viewed as a method for enhancing business performance rather than a tool for preparation.

While integrating scalable e-learning, cooperation between all partners is difficult. Continuous evaluation is required to ensure the quality of the training material and the programs ' long-term growth to fulfill the learner and company needs. Time constraints are the main barrier from an employee's viewpoint if the program cannot be easily accessed or used, or if the overlapping job and family requirements take precedence.

Comfort, accessibility, and connectivity are the key factors behind their use of e-learning for small businesses. Discouraging their take-up is time, cost, effectiveness issues, and a perceived lack of relevance to their company. Blue Dog (a Queensland training company) states that improved access to broadband infrastructure enables their employers and apprentices to explore alternative methods of delivery of training, especially among the small to medium-sized businesses that are the foundations of the Australian construction industry. Online learning allows these smaller companies to offer a program that they would otherwise be unable to do to their remote learners.

Energy Australia is estimated to have saved AU$100,000 annually in staff training expenses because e-learning has reduced the number of employees visiting their training center and greatly reduced the time required to implement the course. Additionally, the Australian stainless-steel industry uses e-learning to account for the weaker literacy and numeracy abilities of its staff by simulations and to be able to deliver instruction from the viewpoint of someone carrying out the activities.

Types of e-Learning Training

For a variety of reasons, people use e-Learning. When developing new skills or practicing online, e-Learning offers great flexibility and transparency. Here we will clarify the four forms of e-Learning instruction that Learn Upon provides you with.

Employee Training

Employee training is the most frequent type of eLearning organizations use an LMS for. Organizations utilize employee training for numerous reasons, such as onboarding new hires and improving employee performance. Training employees using an LMS formalizes training delivery and makes it more efficient.

Compared to customary preparing, eLearning encourages professional development more successfully by fostering awareness and a way of thinking of eLearning. Like this, the LMS will enable you to create tests, run reports, and gather reviews with