Easy ways to get your new workforce training curriculum up on its feet faster.
“Don’t reinvent the wheel.” Good advice, with an asterisk.
Across the globe, companies have been making a fast move from in-person, instructor-led training to remote learning. Moving existing high-profile, custom, instructor-led training to a virtual or eLearning format is a no-brainer.
But what about new training? Learning professionals know the design and development process takes time. So why not take advantage of all the existing virtual training available?
It’s a great solution, provided you do it right. Use this checklist to make sure your organization gets the most out of off-the-shelf training.
- Be sure you’re getting value. What business outcomes will this training support? How much are they worth to the organization? What will the learner be able to do after the course? Make sure those skills support the business outcomes you want.
- Think about measurement. Are the learning objectives observable and measurable? You want people to be able to demonstrate new skills, not just talk about them.
- Estimate the cost. Will you need a corporate subscription, will you pay per learner, or is it “free?” (And if so, what’s the downside?)
- Consider the source. How much training do they produce? What’s their history with learning? Check the credentials of their leadership and designers. Can you look at ratings or reviews?
- Sharpen your focus. What are the essential skills for each of your learner roles? How “on-target” is the training? Is the course teaching what you need AND a whole bunch of stuff you don’t? Avoid making learners sit through training that won’t help them, just to get the bit that will.
- Think about your culture. What works with your learners? Facts and figures? Storytelling? Authority? Collaboration? Humor? Make sure the nature of the training will get traction with your people.
- Engage the learner. Don’t make learners watch endless presentations. Is all the learning passive? How much interaction is built in with peers or the instructor? Does the course include realistic activities? How will learners demonstrate new skills?
- Make sure the platform is strong. Check out the website they run on and the services they provide. Will they help you trouble-shoot on demand? Can you easily track training completion? Will they give you learner assessment data? Does it incorporate artificial intelligence to recommend courses?
- Customize. Structure a curriculum that works for your organization and develop custom “wrap-around” content for your learners. For example, can you connect the courses to others these learners have taken? Will they understand why they’re taking this course? Think about the path learners will take and how to connect it to their jobs. You might need to build new content to fill gaps and make the training feel like part of your organization.
There’s no need to invest in new remote learning if it’s already out there! Investing time and effort to evaluate new courses will pay off for your organization.