Tips for Successfully Transitioning Your Training Programs Online

21 Jul 2020

In March of 2020, the pandemic challenged the way that traditional training procedures were implemented. Suddenly, businesses had to make adjustments in order to support remote working, and while there was a steep learning curve initially, many companies had to make sudden changes to their systems and procedures to ensure they could continue to function. One question that arose from this was if transitioning training programs online would have long-term, positive benefits for companies of all sizes, with some taking advantage of the slower climate to improve training programs for future employees. So why train online? In this, we will cover the benefits of training online, the technology you may need to do so effectively, and how to best streamline and optimize your process.

The Benefits

Online training has become a popular option as it’s been proven that going digital can save companies both time and money. Statistics show that learning online requires 40-60% less employee time than in a physical learning environment. If time is money, getting employees to complete training more quickly will be sure to save some cash. Online learning also leads to higher employee retention rates&text=IBM%20saved%20approximately%20%24200%20million,just%20to%20name%20a%20few.) at 25-60%. This is up from the 8-10% rate that has been the case in face-to-face training. This is likely because employees have more control over the process and can return to the materials as and when needed. Moreover, digital methods of learning can be scaled to any size employee pool and, given the standardized nature of online content, learning is likely to be more consistent than if delivered in-person. All these benefits would save any company a substantial amount of money. In the case of larger companies, the savings could even be in the millions – this was the case for IBM, who saved approximately $200 million after switching to e-learning.

So we know that online learning could save your company time and money, but how do you successfully convert your in-person training to be delivered online? Here are our quick tips and tricks to make sure it’s a success.

Pick Your Technology Wisely

Before jumping in, do your research and ask yourself how you can most effectively present your training to our employees in a way that complements your culture. Do you want to create a read-only training program or do you think that incorporating graphics would be more effective? Do you want there to be live, virtual training sessions or would it be better to pre-record a video series that they could access at any time? These decisions will inform both how you structure your training program and the technology you choose to host and deliver it. With this, you may want to consider utilizing a Learning Management System, or LMS, which is a tool that can help streamline your training process by easily creating and sharing training material. However, a LMS does not have the capabilities to track what trainees require which training. This is where a Training Tracker software comes into play to ensure compliance, completion of training, and validate employee certifications. Once you’re ready to start, test your chosen technology before you implement your digital curriculum to make sure it’s functional, streamlined, and efficient.

Don’t Reinvent the Wheel

Your time is already limited, right? So don’t reinvent the wheel. There’s no reason to create brand new content when you already work from a framework. Leverage the resources you already have by restructuring and repurposing existing training materials. This saves you time and simplifies the transition while maintaining the integrity of both your learning objectives and ultimate end goal. If there are any performance gaps that appear along the way, you can always create new learning objectives and add them to the learning experience at a later time. However, be sure to keep the learning objectives simple, clear, and easy to understand.

Incorporate Feedback

Communication is the key to success. Breaking up content into smaller segments makes the learning process more palatable while also allowing space for feedback and engagement from participants. After all, the only way to truly know whether your training program is a success is to ask for feedback from those who are taking it. Finding out what questions participants have at each step of the curriculum allows you to understand where the gaps are so you can continue to improve and simplify your training content for optimum use.

Create a Reference Library

Another tip is to create a reference library your trainees can use both during the training period and on the job to complement the training program. This would be a simple source of information employees can reference as they go, again saving time, resources, and money for the company as a consequence.

Stay Organized

Staying organized when implementing training programs can be a convoluted process so consider working with software designed to track your employee’s progress easily. Training Tracker software allows you to input your employees/trainees and assign training along with due dates, and it gives you the ability to centralize and streamline your task and training management, saving you time, money, and the headaches that often accompany tracking training procedures.

Online training is not a new concept, with 41.7% of global Fortune 500 Companies already using online resources to conduct their training programs. However, with the recent change in climate due to COVID19 and businesses questioning how to prepare for future longevity, it’s clear that the benefits of transitioning to online learning can benefit companies at every level of growth.

If you’re transitioning to online training and are looking for a simple, easy to use solution to track employee training, comply with regulatory requirements, and improve quality assurance, and help your team transition to online tracking solutions, try Training Tracker free for 14 days, or schedule a demo with our CEO, Jen Remsik.