5 Rewards Of Investing In Custom eLearning

In order to promote a learning culture, the training provided to employees needs to be relevant and aligned with organizational goals. An investment in custom eLearning development can be rewarding, and this article tells you how.

Investing In Custom eLearning Development Can Be Rewarding

Every day brings a new learning experience, and that’s probably one of the main reasons successful organizations like to promote a continuous learning culture. Investing in custom eLearning development is not only the coolest but also the most sensible strategy to include in the training strategy of your organization. Such an investment can be rewarding  since it:

1. Saves On Training Dollars

Working within the confines of a training budget is an experience that most training managers can relate to. Planning for training within a training budget that’s dwindling can be a nightmare. Can custom eLearning actually save on training budgets? Haven’t we all heard that a bespoke course is expensive?

The pricing model for developing a custom eLearning course is very different from that of an off-the-shelf course. Off-the-shelf courses come with subscription or license costs that are avoided when you opt for custom eLarning solutions.

Read more at:  elearningindustry.com


By Ayesha Habeeb Omer, Ph.D

Impact Of Artificial Intelligence Learning On Org Capability

The Impact Of Artificial Intelligence/Machine Learning On Workforce Capability

We are on the verge of a new era, where human and technology are so interconnected that we are unable to achieve outcomes without them.  Are the advances in Artificial Intelligence/Machine Learning (AI/ML) going to surpass human capability by thinking like humans do?

The application of AI/ML is reshaping the job market and will eventually create new jobs & roles that we can’t even imagine today. Reskilling the workforce and reforming learning and career models will play a critical role in facilitating this change.  The question remains if that will be provided by the traditional internal HR/L&D team or some other model.

We discuss

  1. Will AI/ML replace or augment organisational capability? How far is AI/ML from reaching human level intelligence?
  2. What are practical implications of the increased use of AI/Machine Learning on our day to day work?
  3. What will be its impact on HR/L&D? What new skills will they need to acquire to handle these new drivers of employment & organisational learning?

Learn more at: elearningindustry.com/elearning-events

Creating e-learning online training courses

Use eLearning to Identify and Fill Skills Gap

Many candidates or employees have heard the line,  “You’re not the right fit for the position,” from hiring managers.  This translates into skills gap of the workforce.  The Aberdeen Group, a fact based research company, found the skills gap is perceived as widest in these areas:

41 percent critical thinking/problem-solving
39 percent in job-related technical skills
35 percent in professionalism/work ethic
30 percent in leadership
27 percent in adaptability/managing multiple priorities

It can be hard to teach these qualities, but it’s not impossible.  E Learning can be implemented to assist in identifying and filling the skills gap in your organization. Soft skills training is one method used to help alleviate the skills gap for current and new employees.

Train for soft skills, like critical thinking. Here’s how:

  • Ask a lot of questions — as Socrates brilliantly taught us with the Socratic method, the best way to get people thinking is by asking questions. Get your employees’ wheels turning by asking questions, such as “What would happen if we did this instead?” or “Who would this result impact?” You’ll be able to identify strong critical thinking habits if they’re persistent in finding solutions without getting frustrated, able to apply them to their everyday work, and are good learners—all of these qualities can be rewarded with increased responsibility and decision-making power. It’s not just about finding critical thinkers, questioning is also a great way to exercise critical thinking and encourage employees to become more self-reliant.
  • Simulate scenarios — practice “what if” situations. For example, set up a partner activity where one employee plays a client or vendor with a troublesome request (e.g. an invoice was mishandled by a third party) while the other employee talks them through how they would handle it. You can also test employees on how they would solve scenarios in an e-learning course by presenting a real-life situation that requires open-ended responses for a solution.
  • Discuss and debate — get a group involved by having the team talk through “what ifs” or debating different solutions to a problem. This teaches them communication skills, leadership, professionalism, and problem-solving.
  • Encourage self-reflection — break down your own thinking process to teach employees to evaluate their thought processes. When they come up with solutions to problems, encourage them to write down their thought process and always answer, “why?” Who knows, you might find your next team philosopher by uncovering hidden strengths.