How to create effective online training?
Many organizations are putting in place a growing number of online training programs, which is also generating more and more conversations around this type of training and its effectiveness.
How can you be sure that the e-learning module you are developing will meet your needs? In this article, we will explore the different types of online training as well as how we can evaluate their effectiveness.
What is the place of training in online training?
We have a problem in terms of definition. All so-called "e-learning" is not really training. We use "e-learning" software to produce it, so we call it an e-learning module. But in reality, these tools allow us to create multimedia content that may or may not have training objectives.
I have developed many modules that exposed concepts or information and did not really teach learners to do anything. The information was important, but it was not linked to a specific performance criterion to be achieved. These modules were more like multimedia eBooks than modules created to train someone.
I have also developed modules with very specific performance criteria to achieve. They were designed around real situations to help learners to project and make decisions similar to what they would take in reality.
In both cases, we call them "e-learning" modules. But the reality is that they are two different things. One is more like "e-marketing" or "e-information," and the other is more like "e-performance."
My solution to this problem of definition consists in dividing the e-learning modules into two distinct categories: informational modules and performance modules.
Information module
The purpose of an informational module is to encourage or support a performance by providing the necessary information.
For example, imagine that the organization has an online training program that trains new managers in the performance bonus policy. A performance support module explains the specifics of the bonus, but it merely asks learners to understand the information. There may be a little quiz at the end of the module, but it only tests the knowledge gained. He cannot really evaluate the person's understanding. It does not matter because the purpose of this type of module is to share the information and not to change the level of performance.
Many modules - either regular modules or other created topics - belong to this category. Information is important in the learning process, but it is not tied to concrete performance criteria.
Performance module
The purpose of a performance module is to change a habit, behavior or performance. It asks the learner to analyze a real situation and make a decision. A decision necessarily implies a consequence, which creates an opportunity to make a relevant return.
Let's go back to our training on performance bonuses. By creating a performance module instead of an informational module, we could consider offering the learner a scenario in which the manager must evaluate the employees to determine who meets the criteria to receive the bonus. Would not it be more relevant than a simple informational module detailing the criteria to be met to receive the bonus?
Understanding the type of module, you are developing allows you to determine whether it is effective or not.
How to measure effectiveness?
Let's begin by describing what is meant by efficiency. According to Wikipedia, effectiveness refers to "the ability of a person, group or system to achieve their goals, objectives (or those set for them)." Since these two types of modules have different objectives, the way we measure their effectiveness must also be different. I propose some questions to guide you through this process.
Information module
Can it find the right content at the right time? Online courses often only present existing content in another form to make it easier to find or understand. Recently when I was in a store, I asked a seller a question. He pulled out a tablet and offered me an answer. He did not really need product training to meet my needs. He just needed to be able to access the information at the right time.
Does it contextualize the information? Informational modules should allow learners to situate information in context so that they understand how it applies to their daily work.
Is the investment of time and money in the production of an e-learning module less important than the cost of face-to-face training? If online training costs less, takes less time, and achieves the same results, you may consider it effective.
Performance module
Does the content apply to the reality of the learner? You can have an impact on performance when modules are relevant and meet the needs of learners.
Do the scenarios contain decisions and consequences based on the real world? If you want to see a change in behavior, design a learning experience that allows learners to practice this new behavior.
Is there a measurable impact? For example, if your customer wants salespeople to sell more products, you can consider the module effective if you see sales increase afterward.
In summary
If your goal is to disseminate information, then choose an informational module. You will know if it is effective if you save time and money by distributing information in this way (provided that it is also useful for learners).
On the other hand, if you want to change your behavior, a performance module will better meet your needs. The measure of effectiveness is based on the measurable impacts generated by the module.
And you? How do you measure the effectiveness of your modules? Share your review in the comments area. Follow us on Twitter for more practical tips around e-learning!
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