In our previous blog on eLearning, we looked at a very common case example for eLearning: internal competence development.
This time, we will continue to explore the versatility of eLearning by looking at how it can be applied to organization-wide learning from the perspective of the needs of management.
Imagine a scenario where a company needs to implement change across its organization.
Typically it will produce a communication strategy that will include, for example, info sharing sessions across the organization, department meetings, team meetings, workshops, and so on.
Employees will also need access to documentation that they can refer to along the way.
Video recordings of the info sharing sessions, copies of the presentation materials and other documents would be useful for the employees to help them realize the organizational change.
This raises two very important questions:
- How should the organization deliver these?
- How will the management know that the employees are accessing the material and have understood the change process?
The answer to both of these questions is to create an elearning around the content.
It can be delivered within a learning management system (LMS), if the organization has one, or then in a format such as HTML that makes it easy to share online (no app needed).
Let's look at each question in turn.
How should the organization deliver the material related to the organizational change?
The material could be delivered as a course that uses interactive storytelling, videos and webinars. In our scenario on organizational change, the e-learning course could discuss:
- New organizational strategy
- New roles
- New market locations and partners
- New processes and services
Interactive storytelling could focus on introducing the change process, and going through the new strategy elements.
Then the more personal information, such as information regarding new roles and responsibilities, could be presented in videos or webinar presentations.
Interactive exercises between the videos could be used as a test to see how well the employees are learning. With creative copywriting and excellent visual design, the material can be both engaging and appealing for users.
How will the management know that the employees are accessing the material and have understood the change process?
No matter the subject matter, when content is presented through e-learning, it’s structured into comprehensive, logical sections, which increases the quality of learning.
To allow management to get an accurate and up-to-date picture of how well the change is progressing, eLearning can report:
- who has accessed the learning material
- how long they engaged with the material
- how many repetitions they took to complete the course material
- the path of their engagement: the routes they followed between different parts of the material
- and finally, their scores
The management can then consider what learning needs within the organization are unfulfilled and what further action needs to be taken.
Additionally, it’s good to remember that the e-learning also tracks the users’ behavior and engagement to measure how well the learning goals have been met.
In our next blog in this series, we will look at another case where elearning can be applied: when a company needs to introduce a new product/services/feature. Find out how elearning can deliver consistent learning outcomes to both internal and external stakeholder groups.
This blog is adapted from our completely free eBook on modern eLearning. If you can't wait for our next elearning blog, then you can download the eBook right now.
There are four case studies that show how eLearning can be applied:
- HR – employee competence development
- Management – organizational change
- Sales – new product launch
- Marketing – shareable content