eLearning content management in organizations is often overlooked and can cause many issues for staff onboarding and upskilling. One of the reasons it’s overlooked is that the content in the courses given to staff is seen as a ‘one off’ project. A create and forget kind of thing. But with a the increasing importance of agility within organizations, the use of authoring tools for content management is no longer a ‘we’ll get to it later’ task. With that in mind, here’s how to use authoring tools for eLearning content management.
The need to keep staff up to date with the skill-sets they need is driving this. Companies are embedding a culture of learning into their very backbone to ensure perpetual learning. Many are starting to recognise that this is the only way to survive. So here are three tips on the best practice of how to use authoring tools for eLearning content management.
Be aware of what your staff need and how it changes
Identifying the learning needs of your staff is not always easy. Their needs could range from onboarding, learning about the general day-to-day of the company, product knowledge training and soft skill training. This is always evolving depending on operational changes, organizational changes and cultural changes. So how do you keep the learning relevant?
Anyone in a learning management position needs to keep their finger on the pulse of the organization to gauge the current position and look at where it is headed in the next six-to-twelve months. The key to any good learning strategy is to get the information in front of users before they need it. You don’t put a learner driver in the driving seat without explaining which pedal is the brake and which is the accelerator. Learning managers should keep in regular contact with operational-change management and the cultural movers and shakers to ensure that learning is created to precede any change this is up-coming.
Present different learning to different groups
Different people need to learn different things. Sounds like common sense? It’s not always common practice. By taking the time to develop different course content for different user groups within the organization you’ll do two things.
Firstly, you’ll have tailored learning for those that actually need it: how many times have you been to an organizational workshop and thought to yourself, ‘Only half of this is relevant to me.’
Second is to increase engagement: it’s as simple as that. If a lesson does not seem relevant to you, the likelihood is that you won’t complete it. Most people, unless something is made compulsory will only engage in learning that they see as being relevant and interesting to their current role.
Want to know more about authoring tools for eLearning content management?
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