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Improve eLearning Acceptance in your Organization

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Read this presentation to know : …

Read this presentation to know :
Steps to promote and market eLearning projects
Guide to increase eLearning usage
Case Study: Proving eLearning's worth in delivering cost effective training to 8,000 employees

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  • 1.    One step at a time.  Devote reasonable time to acquaint eLearners with the procedure before introducing the eLearning syllabus. Let them get used to the eLearning environment before you ask them to start to learn something specific.   2.    Give them options.  Managers can either implement a technology acquaintance session for all learners or offer the option to learners who indicate themselves to be new to the procedure. 3.    An additional test , to score prowess over the technology or interface can help ease the transition to the syllabus for challenged learners.
  •   Provide only the information that can help really  them do something. 23.  Help them see the relevance and let them connect to the content in a personal way. Now you’re probably wondering how can you do this in eLearning when you can’t reach out of the screen to grab the learner? It’s easy; just try talking directly to them, ask questions that make them reflect on how they can implement the knowledge they’ve just acquired. Good questions keep the learner interested and motivated – however, irrelevant questions can be frustrating. This will make people switch off.  24.  Always keep your learners in mind.   Focus less on dumping information on the learner and more on what information they need to do what it is they’re supposed to do. For every piece of content you include, its important to think, what will the learner get out of it?  25.    Keep your content updated.  You need to revamp your content to keep with the changes. Include the latest facts and figures relevant to the learner's context. 
  • 12.   Flexible modules . eLearning administrators must create a flexible module to accommodate the needs of even the busiest employee. So, start by breaking up courses into independent modules that are substantial but short enough to sustain a student’s attention (maximum 15 minutes duration). This way, it becomes easier for any busy employee to dedicate 15 minutes a day on four days than one full hour on the same day. 13.  Minimize learners’ distraction as much as possible . You can do this just by setting up a separate area for eLearning. This will make it much easier for employees to concentrate.  14.  Offer adequate time in working hours for learning.  Just like instructor-led training, eLearning must be prioritized by allowing study opportunities during office-hours. Give them enough time to take their courses. 15.  It's all about focus.  Don’t frustrate learners or waste their time with a bunch of extra content. Tell them what they need to know and let them go. eLearning is best when it’s direct, focussed, and brief.  16.  Realistic deadlines  can replace lengthier schedules as sources of positive pressure. 17.  Support  from instructors or virtual communities can help motivate and push eLearners despite their time constraints. 
  • Solutions:   4.  Reinforcement learning.  A person's behavior, whether good or bad, is reinforced according to the outcome of a specific behavior. In eLearning, good study habits can be reinforced by regular exams and timely feedback from the administrators. When an eLearner feels that he gains significant knowledge and skills, he is motivated to learn more. 5.  Get your learners talking!  Implement a flexible virtual classroom where learners can interact with one another as well as the instructor, as the group dynamics help foster motivation for learning. Instant messaging or other 'real-time' discussions can help to motivate them even more. Having a blog where every learner can comment and participate is a good idea. Or how about  having a class wiki to which each learner can contribute? 6.  Build a “learning culture” that supports and values eLearning.  This culture should take online learning just as seriously as classroom training. 7 .    Set expectations clear up front since the beginning. We all want to know what is expected of us, especially in new situations. Include expected behaviors, online discussions, technology difficulties, etc. When students do not or cannot accomplish their goals through the course, they will very likely drop out. 8.  Encourage managerial guidance.  It all has to do with how much motivation employees get from management. Studies reveal that if learners receive reinforcement on attendance and if they feel their progress is been tracked, they are more likely to finish the course. 
  • 9.  Vary the types of communication , for example use a bulletin board for discussions and e-mails. This way, instructors can monitor participation and e-mail students who aren't contributing. 10.  Leverage the power of group interaction . To make interactivity between students and instructors, cost-effective simple strategies like answering individual questions for the entire class on a bulletin board or requesting the class respond to a question are very useful. 11.  Have a dedicated coordinator  or facilitator who will be the one-stop contact point for learners.
  • How many times have your company invested large amount of resources on major projects or ideas but they dont' generate the expected results just because they were not implemented correctly or promoted enough? This is a reality in many organizations and eLearning projects are no exception. If you want an eLearning initiative to work, marketing your project internally is fundamental. It doesn’t matter how awesome your eLearning courses are, if they aren’t promoted to the right people, and these people don’t complete them, it’s basically a waste of time and resources.  If you build e-Learning courses and expect people to just take them, will they do? Studies show that they generally won't. Here are nine steps you can take to make sure you can influence target learners to come: 
  • Now that you're committed to adopting eLear ning into your training strategy (or improving the training strategy you already have), let's talk about what you hope to achieve. First step—like any other effort—is setting a specific goal. What are you trying to accomplish by including eLearning?  Goals are at the heart of your project, and selecting the right ones can make or break your adoption or implementation strategy in your company. Establish goals that meet the SMART methodology: Specific (Specific) Measurable (measurable) Achievable (Achievable) Realistic (Realistic) Timed (Programmable)  
  • Determine who your audience is going to be, what are their roles in the company, how many they are, what are their ages, and why they are taking the couse.   Think about what is your company trying to approach with the elearning course.   Is your objective to inform about a new product, educate about new company rules and politics or are you just giving a orientation course to new employees?  Ask all these questions to analyze your audience, the answers will help you define the right message for the campaign and the appropriate way to transmit it.
  • After defining objectives and analyzing the audience, it´s time to kick-off a marketing campaign. To create successful marketing plans follow the  BAIDA  methodology: Branding (Branding) Attention (Attention) Interest (Interest) Desire (Aspiration) Action (Action) It’s a fact that when something new slowly leaks into your company, it is in danger of eventually being seen as irrelevant (or at least not important). Workers commonly resist putting anything new on their plates. This way, kickoff campaigns are a good way to gain awareness.  So think about what you are offering: think about your organisation, your objectives and importantly, your target audience. How could you brand your initiative? Position eLearning as a pathway to promotion? A way to make daily tasks easier? or Just a way to stay current?
  • When it comes to elearning adoption, it's always better to market it in order to changing perceptions. Trying to impose a new training method can be more than harsh. Identify what are their fears, their issues, barriers, and what are their weaknesses. Analyze these data in the context of your project and this will make it much easier for your audience to find the courses interesting no matter what they used to think. “ I didn’t know about it”, “It’s not relevant to my job”, “It doesn’t look like fun” and “I have ‘real’ work to do” are some of the common objections workers make. They are definitely a result of bad internal marketing.  Therefore, learners need to understand why they need to take the course and how eLearning can help them. No one has sold them on eLearning benefits, so you need to highlight some such as convenience, ability to revisit resources whenever they want, join interactive discussions and boards and receive live help while taking the course.  
  • Step 5:  Interest Define the message you want to convey clearly and briefly. Note that human beings are selective; therefore it is necessary to capture your audiences’ interest quickly. Limit your strategy in a way that it highlights’ a maximum of 5 key messages, and then relate them to the weakest areas you found in your audience. For example, if you discover that your audience is afraid they won’t be able to keep up and they’re not comfortable using computer regularly, you need to adapt your campaign to solve these issues. Think Small:  Share only a few key concepts. More is not better. Avoid the temptation to share your entire elearning adoption plan. No one is interested in all that. For everyone else, share the executive summary (objectives, description of activities, timeline, benefits, etc).
  • Step 6: Desire Create a list of all the different aspirations of your audience and why would they like to start the eLearning course, in order of importance. Then, conceptualize your message in a form of an ad and devise a plan of attack to get those learners engaged. Remember: "If e-Learning’s value proposition fails to answer the learner’s question, “What’s in it for me?” the learner is not going to buy it" (E-Learning: You Build It — Now Promote It By Jay Cross).
  • Step 7: Action Make information accessible and easy to find. The more people know about the project and its benefits, the more they are going to act upon it. Convenience:  Make it as easy as possible for them to access the course; to start. Get Seen:  Become a guest speaker. Just because you are about to draft a few posters and newsletters to your audience doesn’t mean that they are going to read them or understand the implications. You need to engage your audience by making the plan visible. This means getting out in front of groups of employees to talk about the plan and answer their questions.
  • Step 8: Run the campaign Which is the most effective medium to launch the campaign? What is the cost? Consider all the information gathered in the previous steps and the budget available to run the campaign. Some options for promoting the project in your company: Newsletters Interactive Posters Emails Banners Seminars Personalized items such as pens, t-shirts, mouse pads, etc. Have department open houses. Bring employees together for discussions on the topic. Deliver company news by walking and visiting each department. Create videos to help people learn more about the project.  Invite representatives of the Training Department to meetings with employees. Execute the marketing plan within a reasonable period, schedule activites with time. The secret is to be present in the audience mind constantly... send messages drop wise.
  • Step 9:  Be constant The goal of your project is to take your audience from a current situation or position to a future one. The only way to lead this process of change correctly is through a proper communication and marketing strategy. A period of 9-12 months is a reasonable range to run a mixed marketing plan. This mixture can help the audience remember the message and familiarize. If you start raising awareness from the very start of the project, you’re more likely to get support from your learners.
  • Best practices undertaken
  • Transcript

    • 1. > Make It Happen - Improve eLearning Acceptance in your Organization Presented by Nidhi Khanna L&D Consultant – 24x7 Learning nidhi.khanna@24x7learning.comwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 1 © 2013, Copyright, 24x7 Learning Private Limited.
    • 2. What do we stand for We help the corporates leverage technology enabled learning to achieve positive business impactwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 2
    • 3. The Journey so far Highest Performance and Moderate Financial Capability ~ SE1B CRISIL rating PC Quest Best Implementation Award 2008 & 2009 Invited by Bureau of India Standards to help setup India eLearning Standards Listed among NASSCOM’s 100 IT Innovators Winner Deloitte Technology Fast 50 India and Fast 500 Asia 2007, 2008, 2009 Top 10 emerging companies in India – Business Today 2007 Top 100 emerging companies in Asia – Red Herring 2006www.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 3
    • 4. Learning Solutions • 24x7 LearnTrak(Learning Management System) • Custom eLearning • Off the shelf courses (IT, Oil & Gas, Steel, BFSI, Telecom, Pharma, Business skills) • Books 24x7 (eBooks on Finance, IT, Business & Engineering) • 50Lessons (Over 1200 digital business lessons featuring more than 250 recognized global business leaders)www.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited.
    • 5. 24x7 Learning - Clientswww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 5
    • 6. 24x7 Learning - Clientswww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 6
    • 7. Today we will talk aboutwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 7
    • 8. eLearning Barriers and Predictors Variables The 7 E-learning Barriers The 4 Significant Predictors of (1) Personal barriers E-learning Barriers (2) Learning style barriers (1) Organization type (3) Instructional barriers (2) Self-efficacy (4) Organizational barriers (3) Computer training (5) Situational barriers (4) Computer competence (6) Content suitability barriers (7) Technological barriers Other Influential Variables (1) Age (2) Gender (3) Ethnicity (4) Marital Status (5) Level of Education (6) Job Position (7) Computer Ownership (8) Location of Study (9) Prior experiences with e-learningwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 8
    • 9. Influencers of low eLearning usagewww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 9
    • 10. Influencers of low eLearning usagewww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 10
    • 11. Solutions • One step at a time • Give them options • An additional testwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 11
    • 12. Solutions • Provide only the information that can help really them do something • Help them see the relevance and let them connect to the content on a personal • Focus on your learners in mind • Keep your content updatedwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 12
    • 13. Solutions • Flexible modules • Minimize learner’s distraction as much as possible • Offer adequate time in working hours for learning • Its all about focus • Realistic deadlines • Supportwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 13
    • 14. Solutions • Reinforcement learning • Get your learners talking • Build a ‘learning culture’ that supports and values eLearning • Set expectations clear, upfront since the beginning • Encourage managerial guidancewww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 14
    • 15. Solutions • Vary the types of communication • Leverage the power of group interaction • Have a dedicated coordinatorwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 15
    • 16. Steps to promote and market eLearning projectwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 16
    • 17. Steps to promote and market eLearning project Set your goalswww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 17
    • 18. Steps to promote and market eLearning project Consider your audiencewww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 18
    • 19. Steps to promote and market eLearning project Brandingwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 19
    • 20. Steps to promote and market eLearning project Attentionwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 20
    • 21. Steps to promote and market eLearning project Interestwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 21
    • 22. Steps to promote and market eLearning project Desire and willwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 22
    • 23. Steps to promote and market eLearning project Actionwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 23
    • 24. Steps to promote and market eLearning project Run the campaignwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 24
    • 25. Steps to promote and market eLearning project Be constantwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 25
    • 26. Be constant Run the campaign Action Steps to Desire promote and Interest market Attention Branding eLearning Consider your audience project Set your goalswww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 26
    • 27. ple Sam Marketing Action plan 2013- ‘14www.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 27
    • 28. pleSam Action Time Methodology Objective Quarter 1 Advertise e-Learning launch on To create initial interest and intranet web site announce the launch of eLearning courses. It also serves as a visual reminder after launch event Quarter 2 Mailers, contest and various This will encourage people to marketing initiatives visit the site announcing initiatives Quarter 3 Mailers, contest and various For distribution among learners marketing initiatives with and it will remind them about the rewards and recognition availability of courses Quarter 4 Announce mandatory course This will lead to completion of least no. of courses *The marketing plan can be more extensive as per the training goals of the organizationwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 28
    • 29. Upgrading the workforce!www.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 29
    • 30. Upgrading the workforce! Company profile Business needIt is one of the Fortune500 listed To maximize their ability to turn ‘Business Strategy’ into ‘Business Results’ through enhanced employee performance.company. They provide customerservice, technical support, and Learner’s profiletelemarketing for clients through No. of users: 2,000contact centers in Europe andNorth and South America. Their Role in the organization: Management, Technical Professionals, Sales Representatives, and Contact Center Agentstotal employee population is40,000. Concern addressed 150 courses were identified as components of their Leadership, Management, and Skills/Knowledge Core Curricula. The Core Curricula provide Learning Options for four sets of Organizational Competencies: Leadership, Managerial, Supervisory, and Individual Contributor. Why eLearning? They now can offer self-paced, web-based e-Learning options for Business, Professional, and Technical skills to expand their course offerings beyond the available classroom and virtual ILT that primarily address core program, management/leadership seminar/ workshop, and advanced technical training needs. Their e-Learning offerings provide a consistent training approach across the enterprise and reduce costs associated with redundant delivery of ILT across multiple locations. www.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 30
    • 31. Best Practices  The learners were explained the importance of courses assigned to them and how it would help them in their work and personal life  Regular email reminders & marketing collaterals about available course library where sent to learners by their managers  Assessment scores were link to performance appraisal  Feedback was taken by learner on eLearning programs  Rewards and recognition was common practices on the completion of quarter  Learning Advisors – Link was created on courseware site, for an email learning advisory service. Employees could email questions regarding which courses to take, etc, and members of the training staff provided personalized feedback to themwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 31
    • 32. Case study Proving eLearning’s worth in delivering cost-effective training to 8,000 staff at Prudentialwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 32
    • 33. Proving eLearning’s worth in delivering cost- effective training to 8,000 staff at Prudential Company profile Business Need To be successful in such a competitive, fast-changing market it’sFor more than 135 years, Prudential Financial, critical that people are up to speed operationally, technically andInc., has helped individual and institutional behaviourally. They needed the most efficient, effective and consistent way of reaching a geographically diverse audience – andcustomers grow and protect their wealth. They needed to do it quickly.are one of the worlds largest financial servicesinstitutions with operations in the United Concern AddressedStates, Asia, Europe, and Latin America with eLearning courses were launched in organization and were easy to50,100 employees worldwide. access and simple to navigate. The program was launched, ongoing costs were minimal, with ongoing program coordination requiring the work of only one person for an hour or two a week. The employees were excited to have an opportunity to receive training in the software that was a critical part of their workday. Impact • Reduced training costs - a saving of £3.5m on the previous year • Staff got better equipped to do their job • Employees feel more confident about their career prospects • Significantly less disruption to the business than classroom training www.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 33
    • 34. Best Practices for Maximizing Training ROI • Measure training results • Evaluate the quality of training • Provide long-term access to training • Preserve consistency of training • Train multiple levels of stakeholders • Integrate training in to company culture • Provide technical and business trainingwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 34
    • 35. The Nine Principles to increase eLearning usage 1. Talk to your audience and share results 2. Pay attention to culture 3. Target marketing 4. Find eLearning champions 5. Get the direct supervisors involved 6. Brand your program 7. Continue communicating even after launch 8. Link eLearning to consequences 9. Give learners time and space to do the learningwww.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 35
    • 36. 24x7 Learning Pvt. Ltd Ulsoor Lakefront, Bangalore,India Phone: +91 80 4069 9100 contactus@24x7learning.com www.24x7learning.com www.learntrak.net lnkd.in/6qD2pY twitter.com/24x7learning facebook.com/24x7LearningIndia www.24x7learning.com © 2013, Copyright, 24x7 Learning Private Limited. 36