Mary Lou Parrott

Your Friendly HR Specialist

Corporate Online Training: What Even the Technically Savvy Should Know

 

Hands down: Corporate online training is definitely cost-effective, when compared to other workplace learning environments.

Online training also provides for other significant and appealing business advantages, especially given today’s economic environment, as described in my previous HRTools.com Insight.

As a follow-up to that Insight, the tips below are intended to aid even the most technically savvy within an organization that might be considering a corporate online training program:

1. Clearly define expectations. In other words, identify what you are trying to accomplish. As they say, if you don’t map out where you’re going, you may never reach your destination.
2. Evaluate how you’re going to meet the needs of your adult learners. It’s important to remember that your workforce is made up of adults. As such, adult learning in a business environment requires an entirely different style of instruction, than say your university or college online training courses. For instance, again, you should first define your goals and how you expect those adult learners to apply what they’re learning. These workplace adult learners must also know in advance what the online program will require of them. Are they going to be interacting within the program? Or, are they simply going to sit there and listen to someone talking to them?
3. Realize that the optimal learning experience is usually based on an engaging online program. The most effective online courses offer stimulating activities. For example, if it’s a webinar, the students should be asked to participate. The program should solicit learner ideas; they should be allowed to ask questions and be encouraged to learn.
4. Review and analyze the technology first. For example, you may want to consider online training programs that offer discussion boards or blogging opportunities so that employees can interact independently, yet as part of a larger community. Ask questions. Is the technology intuitive? Is it easy to understand? When employers sidestep this point, and they do not first review the technology, they can end up sabotaging the experience. If the online learning experience ends up as a frustrating one for the employees, then it will be unsuccessful. If the program is too slow, for example, then it will not be well received, and the results will reflect it.
5. Make sure the online training program supports the culture you’re trying to foster. You will want the training content to support your mission, values and vision. You will also want to make sure that the content is relevant. Will your employees be empowered through the training? Are they going to be held accountable for implementing an outcome from the training?
6. Pledge and commit to implementing a successful online training program.  If you’re leading the decision, no one but you can make that commitment. You have to be the first one to make that leap. Once you do that, then:
   
   • Get buy-in from the C-level executives because you will need their support.
   • Do your due diligence, as it relates to vendor selection. Do they have a proven track record? Are they reputable? Do the materials and online content meet workforce needs?
   • Ensure that webinar instructors know how to train online. And, don’t jump to the conclusion that an effective classroom trainer will automatically transition to become an effective online trainer, because the two environments are completely different.
   • Measure the results and monitor employees’ progress. Ask questions. What are the employees’ contributions to the learning experience? What are the training outcomes?
   • Collect employee feedback. Ask them about their interactions and how they felt about those interactions. How much time did they spend on their learning activities? What did they receive from the training?
   • Stay flexible. Based on feedback and your direct observations, you want to be prepared to make program and/or platform adjustments. You also may need to adjust your training goals.

All in all, corporate online training can be tailored to meet most business and workforce training needs. Because of a delivery potential to a majority, or even all, of any business’s workforce on a 24/7 basis, this training method can also provide a good return on the investment.

The information contained in this document is for general, informational purposes only and is not intended to be legal advice. This information is not a substitute for the guidance of a professional and should not be relied upon in reference to any specific situation without first seeking the advice of a qualified HR professional and/or legal counsel regarding applicable federal, state or local laws. HRTools, Insperity and their respective employees make no warranties, express or implied, and make no judgments regarding the accuracy of this content and/or its applicability to a specific situation. A reference or link to another website is not an endorsement of that site or service.