When properly prepared and executed, online training helps employees acquire the necessary skills to do their jobs effectively while also increasing their knowledge on the subject at hand. We’re obviously huge proponents of the increasing trend toward online training but we also know that before any training can work, it has to make sense on multiple levels.

Training materials must meet employee needs

At one time or another we’ve all been through some sort of training that bounces around from topic to topic with no obvious subject, despite the course title. Even worse is when you’ve participated in a training session and spend the whole time wondering why you were there in the first place. All training, whether it’s presented in-house or online, works best if it focuses on one subject with clear learning objectives spelled out at the beginning. Just as important, the materials being taught must be relevant and as interesting as possible for those taking the course. If learners have to take the time to wonder why they’re taking the course, it’s safe to bet you’ve lost their interest, they won’t get anything worthwhile from the lesson and they’ll be less than thrilled the next time the words “employee training” are uttered in the office.

Employees should learn and retain the materials

The goal an employee program is to teach relevant information that employees can immediately put to use on the job. This happens when the training includes real-life scenarios that can be applied as soon as employees start working or return to work. For example, if the employee is training to be a direct support worker, it is important to include information in the training program that he or she will face when working with an individual who needs support. Additionally, the information should be presented in a manner that is easy for learners to remember, preferably in short segments with interactive questions following each of the clearly defined learning objectives.

Students need to receive prompt feedback

Since online training is self-paced, different employees will finish the materials at different times. The most effective online training modules reward employees with immediate feedback about their progress and comprehension of the materials – often with instant grading and a certification of completion. On the other hand, employees who need more time or who have a hard time with the materials will be able to review as needed, before advancing to the test at the end of the course.

Training materials are frequently reviewed to ensure that they meet current standards and company policies

In much the same way that a company reviews its budget, training materials also need to be reviewed on a regular basis. Training materials need to be updated as necessary to ensure that they include the most up-to-date State and/or agency policies as well as the most current industry standards.

The company culture needs to be open to online training

As obvious as this statement seems, if this isn’t the case, even the best prepared online training programs won’t have the opportunity to succeed. The decision makers must support online training and the employees must take their training seriously, in order for it to be successful.

So there you have it – some things to think about if you’re considering creating an online training program. Are you ready to get started?

Five Keys to Creating a Successful Online Training Course