0

7 Reasons Why a Company Should Move Towards E-learning

Fed up with having to train new hires time and time again? Or is your company unable to keep up with the repeated training costs? Worse still, is your boss frustrated that the employees are not retaining the knowledge and skills that were painstakingly taught to them? These are all common complaints that companies have when it comes to training and educating employees. Be it theoretical knowledge or new skills that have to be acquired for the job to be done satisfactorily, the traditional approach of manually training employees is often highly time-consuming, costly, and inefficient.

While some hands-on training is inevitably required for the development of certain skill sets, this article recommends that companies adopt a blended learning approach that incorporates both e-learning and conventional classroom teaching. This article breaks down the top 7 reasons why a company should move towards e-learning when it comes to educating and training employees.

1. Long-Term Cost Reduction Strategy

While the initial investment in an e-learning courseware might be high in comparison with the short-term costs of conventional classroom training, this investment is one that is no doubt more cost efficient in the long-term. Consider the costs involved in conventional training methods: paying the trainers multiple times over an extended period of time, paying for training material, as well as the opportunity costs – the time and money that could have been used in other ways to improve the business. E-learning, on the other hand, is a one-time investment that can be used and reused for multiple batches of trainees and employees. This allows a company to have significant cost reductions in the long-term, as it does not have to spend on multiple training sessions for each new batch of new employees. In short, investing in a high quality e-learning courseware is a smart long-term cost reduction strategy that can save companies significant amounts in their expenditure on training programmes.

2. Greater Flexibility

Besides cost reductions, e-learning allows for a greater flexibility when it comes to training employees. In conventional training approaches, a significant amount of time is lost, which translates to a loss of potential revenue for the company. Traditionally, employees even had to miss work to receive training. This no longer remains the case when e-learning is incorporated to corporate training. Due to the fact that e-learning can be done in employees’ own time, significant amounts of time are saved – such as traveling to and from the training venue – and that time can instead be spent on producing more quality work.

Moreover, there are no geographical constraints with e-learning, and employees can participate in e-learning from the convenience of home or their mobile devices. Through the more flexible blended learning approach, employees can grasp the theoretical knowledge aspects through e-learning, while still participating in hands-on training at the workplace.

3. Standardised Training Across the Board

Besides having the flexibility of learning from their own homes, employees located in different parts of the world will also be able to access the same e-learning courseware as those located in the company’s home country. As such, e-learning ensures that employee training does not vary from country to country or city to city, as a standardised training will be available across the board. This, in turn, ensures a consistency in employee training, and upholds the performance standards of the company.

4. Improved Knowledge Retention

In contrast to traditional classroom teaching, corporate e-learning can developed to be more engaging, interactive and relevant to real-world scenarios, hence improving the knowledge retained by learners. For instance, Three Learning’s Instructional Design process incorporates relevant scenarios that employees in a particular field might likely encounter. For example, employees would be exposed to customer personas they typically encounter or compliance issues that they must overcome in their specific workplace to enhance their productivity. As these scenarios are more relevant and relatable to each targeted field, employees retain the information more effectively. As a result, they’re more likely to remember the takeaways because it resonates with them and addresses their needs.

Moreover, e-learning courses enable employees to revisit and revise their training. As compared to traditional training that ends once the training session is over, employees are able to relearn things that they’ve missed or did not manage to grasp by revisiting the e-learning material. E-learning courses, once developed, will always remain accessible to the companies that invested in them, in turn allowing their employees to have continued access to training resources.

5. Engage Younger Employees

Having grown up in a technology-infused environment, Millennials and those in Generation Z are familiar and well-versed with using the internet for both entertainment and obtaining information. The incorporation of features such as gamification and progress badges into e-learning courses provide rewarding and enticing learning experiences. By substituting mundane seminars and wordy PDF documents for engaging e-learning courses, younger employees can better interact with the company’s learning material.

6. Measure Performance and Gain Insight on Employees

E-learning coursewares are often managed through the Learning Management System (LMS). Administrators can use the LMS to find out more about their employees’ performance on the e-learning courses. Three Learning’s Learning Management System (LMS) enables administrators to glean insights on users’ progress in the content and understanding of the material. Quizzes and assignments reveal employees’ understanding of the content, while more qualitative assessments such as surveys allow employees to provide the company’s management team with feedback on their work and learning experience. Through e-learning, companies will likely be able to find out more about employees’ learning performances, as well as discover ways to improve the training content and methodology, based on employees’ responses.

7. Improve Overall ROI

The most essential reason for companies to move towards e-learning is to improve overall ROI. E-learning provides employees with the resources to absorb new knowledge and learn new skills, which in turn enhances the company’s performance and relationships with clients. By accessing e-learning, employees improve their work performance, which translates into greater productivity, better results, and in turn, more sales and clients.

Investing in e-learning is ultimately investing in your company’s future, and the ROI on e-learning is infinite. Contact us at [email protected] to learn more about how you can move your company towards e-learning and improve employee training programmes.

Written by: Wong Shao Hao
Three Learning Intern

0

L&D Innovation Grant at InnovPlus Challenge 2016

Held at the Lifelong Learning Institute on 26 April 2016, InnovPlus Challenge 2016 is iN.LAB’s key initiative to step up learning innovation efforts, and is organised by Institute for Adult Learning Singapore (IAL). The inaugural challenge promotes effective innovations within the corporate training space, and resembles a form of Hackathon to derive solutions for the Continuing Education and Training (CET) sector.

InnovPlus Challenge 2016 pools together solutionists and technology partners to research on the learning needs of challenge owners, as well as develop solutions and prototypes to enhance the learning of the intended audience. Prior to the event day, workshops or seminars conducted by industry partners, technology partners, and experts from relevant fields were also open for attendees.

First article photo

A total of 7 teams took part in this challenge. Participating teams were required to present their learning innovation to a panel of judges, where selected teams would be able to proceed to a second stage of prototype development. The best learning innovations would be awarded a grant of up to S$200k per project for prototype development.

3L_playware_bootstrap_team

During the InnovPlus Challenge 2016, Three Learning worked with Bootstrap and Playware to create a learning solution, re-defining the retail industry training landscape with 3D virtual spaces and data analytics. With Bootstrap’s lead, the team turned an inefficient retail training approach into a highly effective and efficient learning system, comprising a specific formula of virtual learning, workplace coaching, and just-in-time (JIT) training.

The solution aims to first categorise trainees into different working style profiles. This creates a strong foundation to support individualised workplace coaching and targeted training according to individuals’ specific area of weaknesses or strengths.

Visit booths

Members of the public were able to visit the booths of participating teams. It was an eye-opening experience for Three Learning. Given the opportunity to share our L&D innovation to the public and inviting others to share in our journey of learning innovation at our booth was a valuable experience for us, where conversations sparked great insights.

“By working together with other solution providers in a very specific domain provided Three Learning with the space to understand learner profiles to a greater degree. It was interesting as we were also able to further analyse learning behaviours by dissecting data provided by a robust system – Playware’s 3Dhive. A huge thanks to IAL for organising this event and our team is thankful for the grant award and excited for the prototype development ahead,” says David Ho, Deputy Director of Solutions at Three Learning Pte Ltd.

2
View Post
3 Great Reasons for E-Learning

3 Great Reasons for E-Learning

Farewell to full-time classroom training, and hello to e-learning! Before you start a ‘relationship’ with e-learning, you need to know why you want to. Here are 3 great reasons for this new decision and the journey ahead.

1.       Effective learning

Beyond a one-time exam, it can be more effective when learners are immersed in the process of learning activities. The learning process our organisation adopts is the LRCR model – Learn, Reinforce, Confidence-building, and Retention. 

Article (3 great reasons...) #1

The ‘Learn’ stage is only the tip of the iceberg. Learners can internalise knowledge through reinforcement activities, as well as confidence-building activities. At the same time, mnemonics and diagrammatical summaries are just some ways to further increase knowledge retention.

 2.       Ongoing access to learning resources

Are you losing ‘control’ in learning?

Article (3 great reasons...) #2

Have you ever attended a classroom training, only to lose your notes by careless accidents of forgetting to save your work? To make it worse, sometimes you can’t seem to remember what you had learnt in the classroom training session! If this is your constant worry, e-learning may be your cup of tea when it comes to learning because this doesn’t ever happen with e-learning!

E-learning allows learners to revisit the course or particular topics within the course, when they want to refresh their memory on what they had gone through previously. Ongoing access to online content and resources, and course re-visitation, is a benefit e-learning offers to learners, which a typical classroom training session lacks.

Re-visitation can be done when learners use a Table of Contents or Menu function which allows them to skip across course pages by selecting the specific page they want to re-visit. Learners need not worry about their notes being lost, because an e-learning course can automatically save and update on the pages a learner has completed and allow him (or her) to resume from where he (or she) had earlier left off in a separate sitting. 

3.       Freedom to take risks with a safety net

In business, we always say we need to take calculated risks. But how many of us truly dare to take the risks we should be taking? In a real-life setting, real risks could mean real profits, but it engenders potential real losses as well. Yet, we don’t learn when we don’t try. So how will people learn if they are afraid to venture out and take calculated risks at work?

Virtual scenarios or simulations! Today, the learning and development sector has progressed beyond real-life settings towards virtual scenarios or simulations with the innovation of modern technologies. These can be in the form of an immersive scenario replicating a real-life business situation, where learners who choose to go ahead with the calculated risks but fail the virtual challenge have a safety net – no real losses and the flexibility to try again. 

Article (3 great reasons...) #3

This safety net encourages people to take risks and learn from their experiences. At the same time, it can simulate a real-life context, and make learning more applicable to real-world situations. So don’t be afraid, because e-learning now gives you the freedom to take risks with a safety net.

 

0
View Post
Motivate Adult Learners with Game-based Learning (Part 2)

Motivate Adult Learners with Game-based Learning (Part 2)

You earlier saw a quick narrative which introduced to you the punch of game-based learning. What then is the difference between classroom training and interactive, game-based learning?

Let us take a quick walk through 5 advantages of using game-based learning.

1.       Higher engagement level

With high-definition visuals, audio effects and interactive programming, game-based learning captivates learners’ attention and keeps them engaged with a sensory learning experience. Did you know that 83% of learning occurs visually? Games are highly visual, auditory, and kinaesthetic, catering to the majority of learners – where they can learn by seeing, learn by hearing, and learn by doing. In addition, games can tap on emotional engagement through controversial game situations, familiar memories, and real-life experiences.

2.       Learning through mistakes

Games provide learners the freedom to fail, start over, fail, and try again until they succeed. Henry Roediger started a learning experiment by dividing his students into 2 groups – group A and B. Group A studied natural sciences paper for 4 sessions, while Group B studied the same paper for one session and was tested on it three times. A week later, students from Group B performed 50% better than Group A, although they had studied the paper less. This experiment clearly shows that learners who practise and learn hands-on generally have higher learning outcomes.

Game Over

3.       Providing the real-life context

Ever learnt something and wondered why you need to learn it, or how it is relevant at your workplace? Through virtual reality games, a real-life setting can be simulated for learners to immerse in realistic situations and pick up relevant skills or knowledge within the actual context.

4.       Extrinsic motivation 

Game-based learning often includes game enhancements such as reward points, badges, leaderboard, level-ups and more. These are extrinsic motivators that encourage the players (aka learners) to achieve a certain game task or target – which ultimately determines the accomplishment of learning objectives.

5.       Intrinsic motivation

Yet, it isn’t one-off results or task accomplishments that will last, but the intrinsic motivation from growth that will keep your learners going in the long run. When your learner achieves a game target or mission, this essentially means that he or she has understood a concept or know-how to be able to climb up to that target or mission level.

You know the feeling when you have worked real hard for an exam, and finally ace the paper? It ascertains you on your individual growth in the area of study. Games work this way too. It ascertains the player that he or she learnt something right and this spurs him or her to keep learning. To quote the CEO of Three Learning, Mr. Tan Wee Shen, “the highest intrinsic motivation that you can give to a learner is when the learner realises he or she is learning and gaining through knowledge.”

0

Motivate Adult Learners with Game-based Learning (Part 1)

It’s a usual day at work, and you are waiting for the trainer to come in and begin his boring, dreary training session. As he moves through his slides, you look quickly at your watch, wishing time would pass by faster, just so you can go home sooner.

To your surprise, he suddenly dims the classroom light, and puts up a slide that reads “Begin the game” with a website link projected on-screen. Your colleagues (who had not dozed off yet) start to take out their laptops and devices, and begin loading the website link stated on the projector screen. There was a sudden buzz, and you realise the trainer is introducing a learning game for the class to “play”.

With a tinge of curiosity, you do the same by accessing the same website link, and put on your earphones. In 5 minutes, everyone was drawn into the learning game – excited, engaged, and motivated. Half an hour later, the class was chattering away about who had completed the mission and how they had done it so quickly with the highest scores.

Without realising it, all of them had learnt through a game-based scenario the application of certain concepts, where high scorers were learners who had picked up a deeper understanding of the underlying concepts infused into the game design. This is e-Learning – specifically, game-based learning.

What then is the difference between classroom training and interactive, game-based learning?

Read part 2 which covers the advantages of game-based learning next.

happy wheel