Developing and implementing online training: the guide to get started
In the digital age, many professionals are propelled into the e-learning arena, in charge of creating or doing create training courses without prior experience in instructional design. More than ever, creating online courses has become a necessity, but it also raises significant challenges to ensure their effectiveness.
How to conquer this unknown territory to make it an ROI lever?
This article proposes a method, facilitated by intuitive tools using the ingenuity of AI, to give you tips for designing high-impact online training courses... without blowing up your schedule.
Before diving into the heart of the matter, it is essential to understand that e-learning is not just about transferring content traditional on a digital platform. Those who believed him bit their fingers. On the contrary, it is an opportunity to rethink learning through the lens of accessibility and flexibility. Take the example of a company that wants to train its employees in project management: by opting for online training, it can simultaneously reach international teams, while adapting the learning pace to each individual.
The core of successful online education lies in the synergy between quality content and implementation technology. Well-structured content, without an adequate platform to deliver it, loses its impact. Imagine a trainer creating an interactive course on new workplace safety regulations; without a user-friendly interface and tracking tools, the message is likely to vanish into the wild.
Finally, any training design should start with a thorough understanding of learners and their needs, with an emphasis on the priority objective of all online training: the rise in skills. An e-learning program should not only resonate with its audience, but also lead to a measurable improvement in their skills. Consider the example of a trainer developing a learning module on ethical leadership for beginning managers: by insisting on practical cases and promoting peer exchange, she ensures that each participant not only acquires knowledge, but above all, enriched leadership skills that are enriched and directly applicable to their managerial role.
By taking these elements into account, we then lay the foundations for e-learning that is not limited to digitizing content, but which truly exploits the potential of technology to enrich the learning experience. Carefully designed e-learning is an investment in human capital and the competitiveness of any organization.
In a rapidly evolving e-learning industry, the usual methods of creating online courses can sometimes obstruct the goal of building skills.
Far too often, e-learning designers rush to incorporate the latest flashy technology without taking the time toassess your real pedagogical contribution. The result is learning paths loaded with tools that are sometimes aesthetic, fun or even engaging, but lacking in substance. For example, a company that implements a sophisticated LMS with augmented reality functions for automotive repair training, but without relevant context, risks leaving technicians more impressed by the technology than skilled in mechanics.
The illusion of content is a common obstacle where the quantity of material takes precedence over the quality of the interaction. Let's visualize an e-learning suite on communication skills that only offers passive video viewing without practical activities or interactions: participants end up being spectators rather than actors in their training. However, cognitive science research is categorical: The learner must be “cognitively” active to learn.
A third common mistake is to misestimate orignoring the state of prior knowledge learners. Advanced data analysis training offered to employees with basic digital skills could thus prove to be inappropriate and discouraging, reducing the intended impact of skills building. This is where tools such as positioning tests linked to adaptive learning make sense (see our article). Adaptive Learning: umpteenth fashion or revolution?)
Every aspect of e-learning must therefore be designed according to its pedagogical usefulness, the active engagement of the learner and the adequacy with their initial level of competence, to design courses that are both transformative and valued by the participants.
Creating an online course requires a structured approach, especially if you are not familiar with instructional design. Here is a practical checklist which I hope will guide you through the essential steps to follow:
1. Identify the goals of the training
Above all, make it clear what you want learners to achieve at the end of the course. Whether it's mastering new software or getting a better understanding of project management, clearly define the target competencies.
2. Choose a suitable and accessible LMS
Based on your goals, select a Learning Management System that is user-friendly and flexible. Look for a platform that aligns with your company's tech culture and is renowned for its support and learning resources.
3. Develop content into modules
Create content modules that are short and easy to digest. Each module should focus on a specific skill or sub-objective, allowing for a logical and measurable progression through the training path.
4. Make content interactive and engaging
Enhance your content modules with interactive elements that encourage active participation. Consider quizzes to assess comprehension and practical cases to apply knowledge.
5. Integrate relevant case studies and examples
Use real scenarios drawn from the work environment to make content relevant and memorable. These case studies should reflect the challenges that learners are likely to encounter. In fact, we invite you to read our article Interactive simulation: an apprenticeship in which you are the hero devoted to this subject.
6. Test the training with a pilot group
Before launching large-scale training, select a small group of colleagues to test the modules. Gather their feedback to refine the content and the pedagogical approach.
7. Deployment and follow-up of training
Set up training for your entire audience and be sure to monitor learners' progress and engagement. Use the LMS analytical tools to assess the effectiveness of the modules and areas for improvement.
8. Gather feedback and adjust accordingly
After deployment, gather feedback from learners to understand their learning experience. Be ready to adjust the content or approach to better suit their needs.
Didask, with sound educational artificial intelligence, reinvents and simplifies the creation of online training courses, offering a direct and measurable impact on skills development.
Didask's intelligent system guides designers through every step, from precisely defining training goals to creating interactive modules. Based on raw content (which is very numerous in organizations, without being real training), Didask's AI recommends content structures and teaching methods adapted to the objectives set, thus making best practices in pedagogy more accessible, even for the uninitiated. Elle then automatically create modules which you just need to reread and adapt as you wish. This AI also customizes learning paths according to the needs and progress of each learner.
Didask doesn't just provide tracking tools: its AI continuously analyzes learners' interactions with content, offering valuable insights into their engagement and progress. This analysis sheds light on where learners excel and where they struggle, allowing content to be proactively adjusted to maximize their effectiveness. The AI can also suggest automatic changes or Suggest recommendations to refine the courses even more.
Didask's educational AI is a real catalyst for designers, optimizing not only the content creation experience but also by ensuring that each training delivered is precisely adapted and continuously improved to meet the needs of learners. With Didask, artificial intelligence becomes a partner in educational creativity, ensuring that technology and learning go hand in hand towards the success of online training.
Starting out in eLearning design without being an expert can reveal the hidden potential of teams, propelling both individual learning and the collective success of the company. With the adoption of a learner-centered approach and intuitive technology like The one offered by Didask, the path to an effective training program is not only becoming feasible, but also a source of value and return on investment.
Invite simplicity and efficiency into your eLearning approach and observe the transformation that is taking place in the human capital of your organization — a promising journey towards growth and competitiveness.
Prenez directement rendez-vous avec nos experts du eLearning pour une démo ou tout simplement davantage d'informations.
Best practices
Best practices
Best practices
