Your organization faces big challenges.
If you’re like many of our clients these days, your business is moving so fast it’s hard to keep up.
- The process you just mastered is already changing;
- there’s a new software release coming;
- and you’ve got new people to get up to speed.
YIKES! Add to this a multi-shift, multi-lingual, geographically dispersed workforce, and you’ve got an expensive proposition OR a recipe for disaster.
Traditional training is expensive and complex.
You could TRY to keep up by:
- sending out memos
- updating procedure manuals
- running everyone through training classes
- or just hoping people will catch-on on their own
Training can costs thousands of dollars to accomplish and eats up valuable employee time.
Not training is even more expensive when:
- processes break down
- re-work spikes
- and customer complaints peak
But there’s a better way! More and more companies are turning to e-learning because it is faster, better, and ultimately cheaper.
e-Learning gets better results in less time and with less money.
e-Learning Advantages
Faster results . . .
An e-course can be rolled-out simultaneously to a massive audience across many locations – something that may take months using traditional training methods. Additionally, companies like Xerox, IBM, and FedEx report that the time a worker must spend being trained is reduced by about 40% using e-learning.
Better results . . .
And, it is not only faster than classroom training – people learn better with e-learning. They remember longer and more accurately (learning retention), and they are better able to use what they learn to improve their performance (learning transfer). Many different studies and reports from the military, education, and industry show 15-25% increases in learning achievement.
. . . For less money.
E-learning saves approximately 20% over traditional training in the first year of implementation. In the second and later years, when development costs are not a factor, the savings for e-Learning grows to nearly 50%.
Imagine this situation:
You need to train over 700 employees who are geographically dispersed across the US, or even around the world. You get with your internal trainers and learn that the training will require 3 days (24 hours); and with their training schedules, you move forward to develop a traditional 3-day training program. In the end, this takes two months to design, and another 6 months to roll-out.
On top of the development costs, 300 employees must travel for the training, which costs an additional $300,000 – not to mention the lost productivity of 700 employees times 3 days (or 4 days for those traveling). Altogether, 2,400 work days! We’re talking about a serious investment.
Sadly, 2 months later a major process change requires you to revise a section of the training. New manuals have to be sent to the first 200 trainees. The reprinting and shipping costs alone are $15,000. Then, someone asks, “What are we going to do about the new folks hired in Q3 and Q4!?”
Having a well-trained workforce doesn’t have to be this hard.
What you need is:
- A way to identify your significant learning needs
- Criteria for determining when e-learning is the way to go
- An efficient process for designing and developing e-Learning (when that’s the best option)
