>>TEN: Evaluate Your Needs. Gauge whether your current activities are meeting your organization’s needs effectively. Take time to evaluate and plan exactly what your organization requires to make training useful
>>TEN: Evaluate Your Needs. Gauge whether your current activities are meeting your organization’s needs effectively. Take time to evaluate and plan exactly what your organization requires to make training useful and efficient.
>>NINE: Deliver Training to Your Most Important Audiences. If your organization is looking for ways to improve channel readiness, sales enablement and improved support, you should consider using your LMS to deliver training to customers, partners and/or distributors.
>> EIGHT: Look for Incremental (Low/Zero Cost) Functionality. Extracting additional use from existing LMS, LCMS, authoring tools and the like can increase productivity and your ability to align training activities with bottom-line business goals.
>> SEVEN: Investigate Rapid Content Development Tools. They can add relevant, just-in-time learning content to your training repertoire by allowing internal employees and subject-matter experts to quickly create courses, presentations and tutorials.
>> SIX: Remember to Manage Change. A developed Change Management Plan will be helpful in everything from communicating and marketing the new program, to identifying ways to make the change a smooth one throughout the organization.
>> FIVE: Evaluate & Add Learning Content. Consider adding new off-the-shelf courseware or developing your own content. And be sure to regularly review and evaluate your current course offering.
>> FOUR: Begin Measuring Learning’s Impact. Learning analytics systems allow organizations to cost-effectively measure training impact, improve performance and evaluate learning investments. The result is a cost-effective solution that averages pennies per learner and provides indicators across a comprehensive, balanced scorecard of learning metrics.
>> THREE: Leverage Technology for Knowledge Transfer. Reduce live and on-demand training delivery costs by investigating Webcasting as a training tool. Utilize interactive presentations, two way voice and text communications, and robust testing/grading tools.
>> TWO: Focus on Performance Management. A developed performance management program can give any learning organization razor-sharp focus for each employee.
>> ONE: Start Now! By starting today, your organization can reap the benefits of a quick success. Don’t fall into the trap of “analysis paralysis.”Get started now, even if it means beginning with something small.
—Ann Torry is integrated marketing manager with GeoLearning. To learn more, visit www.geolearning.com.