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Zero Budget Ideas To Incentivise E Learning
 

Zero Budget Ideas To Incentivise E Learning

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    Zero Budget Ideas To Incentivise E Learning Zero Budget Ideas To Incentivise E Learning Presentation Transcript

    • Alot of people say they have spent loads of money making visually engaging, interactive eLearning content, but employees simply don’t work through it unless they are forced to. Waste of money!
      The most common problem is that the learners’ busy working environments are distracting and inappropriate for e-learning.
      • Meeting rooms are unavailable or impractical
      • and their use can often not cope with the onset of a raft of eLearning users.
      • It’s not possible to offer promotion-based incentives if your business can’t work like that, and financial incentives might be completely impossible to get signed off.
    • So what are your other options? Here are a few ideas I came up with, which I have suggested to my customers in the past, and which I thought I would share!
      mp4 players
      Learners are given the content to do on their iPhones, iPods, mp4 players, or other similar hand-help media player devices.
      The benefit of this method is that they will be happy to do the exercises in their own time (on the train, at home, etc), but the issue is that these devices do not provide interactive functions.
      Playstation Portables
      In the same way, learners can be issued with PSPs, (PlayStation Portables).
      If they already have a PSP, this will save money for the company.
      The content can then be published to the PSPs in Flash format, allowing interaction and SCORM compliance for learner assessment, and eliminating this issue with the mp4 players in the previous point.
    • Incentives
      The work that currently distracts learners from completing their eLearning modules is either incentivised, or its timely completion is demanded by pressurised deadlines.
      Your eLearning may not carry any incentive or reward to complete it; hence it may not be seen as important, necessary or ‘recognised’ by their line managers.
      You could set up a framework into which eLearning activities are built, and give it a catchy title (such as “The Academy”, “[Company Name] Uni”).
      This could be built and hosted on a simple Learning Management System.
      Upon completion of a module (lesson) or a collection of modules (course), the learner can be issued with a certificate, a diploma, a number of ‘points’, a new “Learning Level”, or another form of recognition, maybe based on your industry,
      (e.g. if you are in the film industry, “Runner”, “Grip”, “Assistant Director” or “Director”).
      Upon achievement of a new level, the learner will be rewarded.
      Rewards could include
      recognition and a trophy at the company’s annual / bi-annual general meetings,
      qualification to go on a special evening event, (dinner, tickets to a theatre production of their choice, a night on the tiles etc.)
      or a slotted position on a board that is visible to all in the office, (similar to the speed rankings board on Top Gear!
      Examples could be “The Learning Leaders board”, “The Path to Enlightenment”, “The Film Studio”, (following on from the film studio idea), etc).
    • Participative content specific to your company
      To produce good eLearning content, more than just technical expertise is required.
      To develop content that will actually be used, it is going to be necessary to engage a team to author it whose experience also covers expertise in business consulting, didactical design and programming, but also especially high-level and established expertise in project management