eLearning, Employee Performance and Company’s Growth.

These three words are beautifully connected, but only smart managers or board members can understand their close relation. Today globally all high-performing companies use eLearning as their major tool for employee training and further for their own growth. The companies that invest in web-based employee learning can rapidly deliver training to their employees, implement better ideas, and hence can quickly attain growth and move forward. Moreover, such companies do not face greater level of employee attrition because employees feel that they are getting an opportunity to learn new areas of knowledge and it helps to create certain level of job satisfaction. Consistent learning at employee’s pace and time helps improve employee job-satisfaction and employees feel that such a learning contributes to their career growth. This helps companies to retain their employees longer.

Traditional training delivery is time-consuming, slow and costly affair. The training delivery in traditional mode can not keep pace with the rapidly growing technology in the modern technology companies. The companies today grow their knowledge-base, operations and functions at a rapid pace. Designing and delivering classroom-based trainings for employees take a lot of time and till a certain course is delivered, the existing technology in a company leaps far ahead of the manual course delivery. This results in a skill-gap among the employees and they can not cope up with the essential tasks and fail to deliver the expected performance. This not only creates a job-dissatisfaction for the employees, but it also affects the growth of the company.

Consistent employee learning stimulates higher level of employee performance, that further translates into greater level of production and finally culminates to the growth of the company. Consistent employee learning is made possible by online course delivery or elearning. elearning makes it possible for employees to rapidly learn and implement what they have learned. It enables companies to deliver courses as soon as a new technology, or a new process is introduced.

Most companies in the world are facing the problem of outgoing highly-experienced task-force. Engineers or employees who worked for a company for more that 5 to 7 years accumulate vital quantity of knowledge that helps a company grow. In the rapidly-transforming global employment scenario, employees switch their jobs and with each experienced employee’s departure, company loses a large amount of “invisible” wealth- the valuable experience earned by the employee over the period of last 5 to 7 years. Using elearning methods, companies can retain and transfer some part of this employee knowledge.

Online course delivery can also make it easy for customers to use the software services or products efficiently, and thus this can help create an enhanced product experience. More the customers know how to use a technology or product, greater the reach it attains in the market. elearning facilitates faster and better delivery of know-how enabling companies to disseminate information faster and enhance the value in less time.

It is a well-known fact that many successful multinational companies could continue delivering learning during the global corona closure leveraging elearning systems as elearning allows you to design and deploy learning remotely, without human physical presence and without wasting time and other resources.

There are multiple ways of delivering online training. Following online learning resources can help deliver a better training experience for employees:

1. Mocrolearning: This mode of delivery consists of delivering learning using simple text and image-based learning. You may deliver such learning using any Content Management or Learning Management system. This type of learning is specially designed for employees that can not devote long time for learning but they can access learning for short periods of time and keep pace with knowledge delivery.
2. Gamification: This type of learning delivery is aimed at improving the learner engagement. Game-like elements in a learning module increase the learner’s engagement. Gamification, however, takes some more time to develop.
3. Video-driven Learning: Many companies prefer to create professionally created short videos on their products or services and deliver them using a CMS or an LMS. This type of learning is preferred when companies want to deliver a few hours of learning that may extend to 5 to 10 hours maximum.
4. Interactive Web-based Modules: If the companies want to deliver large courses that may run over several days or months with 40 to 100 hours of learning. they prefer the content delivery based on the WBTs. This type of delivery has many advantages. Since these deliveries are designed in the form of SCORM modules that efficiently communicate with the LMS, it is easy to monitor the learner’s performance and control the delivery in many ways. For example, the managers can see who could attain the desired level of performance and who couldn’t, who completed the learning and who did not, and much more.
5. Simulated Content Delivery: This type of delivery is best for software learners especially in IT OT environment. The simulated modules mimic the actual software environment. The learners can complete the series of tasks on screens and after each set of actions they are delivered feedback over their correct or incorrect actions.

In this way the elearning can be designed in multiple ways depending on time, budget and learning needs.

To conclude: employee learning benefits in many ways and the most consistent and efficient way of learning delivery is possible with elearning methods today. For small organisations the traditional class-room based learning may still be useful, but for large organisations with thousands of employees spread over a large geographical area, elearning is the only best means of knowledge delivery.