Remote training can be both budget-friendly and effective if you’re smart about it. Here are some of the tips that can make it happen.
1. Assess the Gaps in Skills in your Workforce
Even though it’s a good idea to bring your employees up to speed on new technologies, you should avoid rushing their training. First, you need to find out where your employees are falling short. For instance, if your business suffers a drop in performance, it could mean you have the wrong manager in place or the wrong software installed on your employees’ desktops. If your employees are not performing well, the first thing you should do is find out what’s wrong. It could be that they need better training, or it could be something else altogether.
If you don’t know the extent of the problem, you will also not know how much training is needed. If there are no existing skills gaps, then there is no need for training. The real question is whether training will be enough, or you have to do everything from scratch all over again. So if you have a specific issue you want to address, develop pre-assessment tests to gauge your employees’ knowledge level and create a course that is right for them.
2. Choose the Right Tools for Remote Training
When it comes to developing remote training, you can go big and invest in a myriad of training tools – or you can keep things simple. For example, if you wanted to cover a quick training need, you could use your in-house conferencing equipment and webinar facilities to offer in-house training.
If you have decided to make training a central part of your company culture, you will need remote training software. Depending on how many employees are in your company, you might need more or fewer features. Make sure you pick a tool that can do what you need it to do and that the employees you’re training on it will be able to use it effectively.
A user-friendly Learning Management System (LMS) course builder will make your job easier since you’ll be able to create and update your courses in a few steps. Ideally, look for a Learning Management System that also offers ready-made courses and is already in use at your company. If your business offers routine services, off-the-shelf content is a budget-friendly and reliable solution for standardized types of training. If your employees are on the road or on the go, then you’ll want to find an LMS that has a mobile app, like on-the-go drivers and retail assistants.
3. Don’t start all over again from Scratch
Even if you’re creating eLearning for the first time, you can still learn from experts who have gone through the process. For example, you can buy courses either on your learning platform’s marketplace or online (from educational institutions or e-commerce platforms). You can also do this with content you already have, like recorded seminars, presentations, infographics, and company guidelines.
Sometimes, creating a course is as simple as gathering content you have occasionally shared or created, and adding some new material.
4. Work with your own subject experts
The course you offer your employees must contain accurate and up-to-date information so that your employees can do their jobs well. You can outsource this process by speaking to some experts or purchasing some pre-existing software. If cost-effectiveness is your goal, it can sometimes be enough to outsource the concept creation to a company that specializes in it.
5. Measure the success of your training
Even though this is something you do after training, you can still measure its effectiveness to increase future productivity. You can find out what your students think about your remote training program by polling them and asking them to fill out an anonymous evaluation form. Specifically,
1. LMS Data
If you are using an LMS, then it’s very easy to pick up on this. Data about how many people are completing your mandatory training can help you optimize the process for maximum return and KPIs can tell you how many people participated in the training and how many completed the training. They can also give you insights about how engaged with your content their readers are and the difficulty level of the course. For example, taking the same course over and over again suggests that the content needs to be more adaptable for different kinds of minds.
2. Trainee Feedback
For a more accurate representation of your employees’ opinions, consider surveying them directly. Direct employee feedback is a great tool to help you identify the problems in your workplace and fix them before they start affecting your bottom line, or your company culture. Did the training increase the accuracy of your organization’s forecasts? Did employees use what they learned to do their jobs better? Did they enjoy the content?
3. Business KPIs
Whether they’re achieving their goals and KPIs is indicative of how effective your training was. But, numbers can’t tell you the whole story. They will not tell you why something happened, so don’t rely on them completely.
Sure, it’s not the easiest thing in the world when you have to be in different locations for work or training. But when you’re in the same place, you also experience a lot of benefits. However, user-friendly remote training software can help some trainers overcome logistical challenges, like scheduling problems and limited resources.
It’s also important to assign an enthusiastic manager who creates opportunities on the job, encourages continuous education, and looks out for the interests of her team members. With the right combination of human and software resources, you can create more cost-effective training.