E training implementation Strategy

A lack of structured approach in E-training may make it a cumbersome process. This article will try to demystify the essential steps required to smoothen out the process.

1.       Goal setting or Objective setting is the foremost important step to develop a concrete E-Learning Strategy.  Gap analysis is required to get a comprehensive picture of the viability of the project. Gap analysis checks out the present functioning of different parameters against the ideal or planned functioning of those parameters. Top down or Bottoms up approach need to be taken to get a transparent feedback and need analysis from the employees. Top down approach is effective when the management is fully aware of the gaps to be bridged and just want to roll out the project. Bottom up approach is effective at times when the management is not aware of the exact short comings or gaps existing at the executioner’s level. The goals and objectives need to be integrated with the contents and technologies.

2.       Content building according to findings of ‘Need Analysis’ and ‘Goal Setting’ is the next step for E learning implementation. The content needs to be flexible and customized according to the different training needs of the hierarchy. It needs to be figured out how much of the content can be sourced within the organization and how much to be outsourced if required. The content needs to have an inbuilt evaluation mechanism to judge the progress of the trainees. The content needs to be revaluated and modified according to the needs of the hour.

3.       Technology decision will greatly influence the authoring tools that the team uses to create courses. There may be several different processes depending upon the tools chosen, audience’s needs and existing source materials. There are unlimited options for course development. Several methods or a combination of methods can be chosen to achieve the objective.

4.       Financial Analysis (ROI) – The Return on Investment will be the most important factor in determining whether the e-training is really worth of its cost. Integration with Performance Management System or CRM will help in monitoring the change of output of the trained employees. The e-training project requires a gestation lag and it pays off in the long run. It brings down all the logistics and technical expenses and is charged mostly on pay per user basis. 

The above four steps are the basics of e-training implementation. However there are may be plenty complexities to be addressed. It’s often recommended to seek support or advice of professional experienced E-training providers.