5 Steps to Defining A Workplace eLearning Strategy That Works

October 18, 2018
Category: e-Learning

Many elements go into implementing a successful e-learning program in the workplace. But only one stands out as the most important – the e-learning strategy. In as much as the courses are to be interactive and engaging as well as made available in multiple platforms, these are believed to be micro details to defining a successful e-learning strategy.

Here are five steps that can help an organization define their successful e-learning strategy:

  1. Identify Accomplishment, Why and Timeframe

The organization is required to identify what it intends to achieve in the e-learning program as well as define why it plans to take its employees through the program. Alongside this definition is the timeframe for the e-learning program.

This becomes the goal and the starting point for the organization’s strategy definition and execution. The organization should identify why the goal is important and in moments of doubt it should be guided by the ‘what’ and the ‘why’ of their goal.

  1. Understand the Organization’s Position in Relation to Goal

The organizational goal in regards to the e-learning program acts as the benchmark to where the organization expects to be at the end of the program. It is therefore important for the organization to measure where they currently stand.

  1. Evaluation Parameters

The organization is to identify evaluation parameters essential for determining whether the organization was successful in achieving its e-learning goals. E-learning implementation is no easy task. It takes time, effort and resources. Evaluation parameters can be as simple as at least 90% of employees should have gone through training.

Once the success rate is determined, then the organization can decide on how it will evaluate.

  1. Consider the Learning Process

Employees learn through different means such as social interactions and feedback from peers, bosses and customers. A good example is employing the 70:20:10 framework where employees can learn 70% on the job while getting feedback from their work, 20% by interacting with others and 10% through formal training sessions.

  1. What is Needed vs the Available Resources

The organization does not need to list all the skills needed for its employees to gain from while attending training. They can list what they already have and add what is required even if they don’t have material on the same.

Other minor steps to consider when defining a successful e-learning strategy is when the content will need updating and how the program fits into the employee’s schedule.