If all trainers agree that the learner should be at the heart of the training system, then it will become quite clear that without either training materials or tools, the system’s organization will encounter problems. To develop informal training programs centered on the learner, you will have to build firstly a framework based on formal tools. Educational materials should also be the focus of trainer assignments, just as the learner should be at the center of training systems. Once a company acknowledges that educational materials are vitally important to its educational effectiveness and to the performance of its human capital, only then will it understand that it must computerize its entire value chain. Where to start and how to go about it.
Integrating digital learning: three important issues to address
The first necessary step in implementing a digital learning policy is managing educational tools. In this light, sufficient space will be required to carry out the following: centralization of all training tools (on-site and distance), where they are indexed to make them easier to find via a search engine, as well as being able to “version” them, so that we can monitor their change history at any given time. This will also allow us to identify authors and return to older versions, if required.
The second issue involves providing all trainers and content creators with a tool capable of creating a wide-variety of digital resource types. As a result, the search for content solutions will require a new approach. The goal is not to identify the expert-solution for a typology but to find a solution that offers the highest level of performance for each and every typology. This is a delicate area in which an overview is needed, in terms of both technological and educational aspects. However, when you make this decision, you are effectively putting more emphasis on the training system rather than the resource unit, while at the same time giving more importance to the adaptability of the resource than its first version. Essentially, you are establishing a long-term vision as opposed to succumbing to the latest fad.
Lastly, it is important not to forget the collaborative aspects that should form part of a digital learning solution. All trainers, experts, external providers – anyone involved in the design of the educational material – should be able to speak with one another to share their notes and reviews of relevant training tools.
Digital learning and on-site training courses: a perfect match
Switching to digital learning is also a way to computerize on-site training. This shift to computerization should not however be limited to the use of slideshows, but make sure to add to on-site training all that forms the backbone of distance-learning tools. For example, creating clear lesson plans for the trainer as well as the learner, developing fun interactive games, and maybe using tracking once again. In general, implementing a digital learning solution will help you to simplify dividing up methods, specializing tools and scattering different technologies. It is therefore important to build an IT chain, enabling you to improve the functionality of the creation, management and delivery process, whether it relates to on-site, distance or blended learning.
Integrated process for digital learning solution implementation