There are a few rules to follow for rapid eLearning development resources, but short seat time and streamlined strategies are at the top of the list. Every step of the process should be rapid, from storyboarding to content curation. However, it should also be quick to consume, or at least condense all the information to drastically reduce online training time and foster immediate real-world application. Below are 7 rapid eLearning design resources that meet all the criteria. Best of all, they allow you to repurpose assets, use templates, and stretch your L&D budget.
Rapid eLearning Roadmap: How To Create Courses That Stand The Test Of Time
This eBook can help you achieve your objectives and stretch your L&D budget, as well as keep employees fully engaged.
Compliance self-assessments ensure that employees understand policies and protocols. Simply reuse content from your existing compliance modules to compile the pop quiz. In most cases, all you need to add is a list of multiple-choice answers or include open-ended questions so that employees can type in their own responses. At the end of each compliance activity, give them the opportunity to test their know-how and identify gaps. Keep in mind that many rapid authoring tools also feature quiz engines, which makes it even easier to create self-assessments for your team.
Tutorials let employees see all the steps in a real-world context. It also shows them all the mistakes to avoid and which skills they need to develop. The key ingredients for this rapid eLearning development resource are demo videos, recorded events, and task checklists. You can also use tutorial templates to create the layout and boost interactivity. Another option is to invite employees to re-enact the process and record it, then use your rapid authoring tool to edit the footage and add transitions.
Many SMBs put certifications on the back burner because they seem too time-consuming or expensive. Do you really have room in your budget to create a full-fledged certification path? The good news is that you can piece together content instead of building everything from the ground up. For instance, you already have several simulations, demos, assessments, and branching scenarios about sales skills. You can either create a certification course template or compile a list of resource recommendations. The latter allows employees to pave their own way and complete activities in any order.
Everyone has a few online training courses that are starting to show their age. Why not turn them into bite-size support tools to cut costs? Once again, you can use templates to save time and make sure you include all the basics. To illustrate, a customer service crash course for new hires isn’t as popular as it used to be. You can convert it into a library of microlearning rapid eLearning resources that cover specific subtopics or skills. For example, the first might be a three-minute demo for active listening skills. The next covers troubleshooting tips to help employees deal with irate customers. Every resource is designed to refresh and reinforce key concepts.
An event that’s no longer relevant becomes a series of quick modules. In fact, you can even create mini video libraries to improve accessibility. As an example, there’s an outdated webinar or guest speaking event that still has tidbits of valuable information, but 75% of the content is unusable. You can remove the remaining 25% of the footage, add interactive elements and audio narrations, then wrap things up with a pop quiz. Every new rapid eLearning video is five minutes long, which gives employees just enough time to brush up on skills during their lunch break. That said, you must ensure that every video stands alone to prevent learner confusion.
PDFs used to be cutting-edge online training tools. As such, many organizations have them tucked away in the archives. The sad part is that these documents still contain relevant facts and ideas. It’s just the packaging that needs some work. That, and you probably have to update a few sections to include new policies or tasks. It’s also wise to add some interactive elements, such as links to helpful resources and embedded videos. You can even incorporate some pop-up tips and tricks in the interactive guides. Another option is to digitize the document and turn it into a presentation, but it all depends on the amount of text. For instance, 300 slides are probably more than employees can handle in one sitting.
You can modify skill-building courses to keep up with the times and emerging gaps. Long shelf-life means less L&D spending. Start with a course template with placeholders so that you can easily expand modules. Then repurpose assets that pertain to the skill in question. Try to think outside the box. Let’s say that the course centers on communication skills. Are there customer service simulations that feature active listening or empathy? What about audio recordings that teach staffers how to resolve conflicts and articulate their thoughts? You can even include real-world examples or personal anecdotes to help them be more effective communicators in the workplace.
These rapid eLearning development resources make life easier for all parties involved. Your L&D team doesn’t have to build materials from scratch and can reuse existing assets, while your employee training participants get all the information they need in a fraction of the time. Better still, they’re more likely to retain and apply it on the job because it’s interactive and engaging. If you need some help creating relevant resources, you might think about hiring an eLearning content provider. There are plenty of them who specialize in rapid eLearning design for your industry.
Download the eBook Rapid eLearning Roadmap: How To Create Courses That Stand The Test Of Time to learn how you can achieve your objectives and stretch your L&D budget, as well as keep employees fully engaged.
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