Sharing Content

Ever spoken with a colleague about your current e-learning development projects only to find you are both creating training material and e-learning modules on the same topics? Wished you could share training materials or use a common template to avoid duplication of effort and reflect your organisational processes? 

The benefits of sharing content are not limited to saving development time, other benefits include:  

1.   Reducing the required interaction with subject matter experts (who can

      be hard to locate and get information from).

2.   Standardising knowledge and procedures across organisations and

      sites.

In addition, sharing is not restricted to modules: you can also share objects such as movies, audio and interactions giving you more flexibility in content design.

Some things you need to consider when sharing content are:

        • Licenses agreements: What are the restrictions for use of the

           shared content and who owns it?

        • Software compatibility: there are many authoring software 

           applications available. Ensure that the export formats are 

           compatible.

        • Control of distribution: Who holds the master version and how

           will you handle version changes, correction of errors and updating 

           of content?

        • Liability for inaccuracies: Who would be liable?

        • What do you share? PowerPoints, modules, scripts, movies,

           animations?

Sharing can be done physically by sending emails and CDs to each other; or you can organise an online library/platform giving everyone 24/7 access. The key to sharing lies in ensuring it is fit for purpose and meets your organisational needs.

You don’t have to do everything online. When it comes to Rapid Authoring there are advantages with offline packages such as Wimba, as you can easily open the scripts in Microsoft Word avoiding any restrictions from your IT department or hardware limitations.

Aspects such as branding, look and feel should not be forgotten. There is no point in sharing content if you spend significant time changing logos, colours, fonts and pictures to match your organisational needs. Courses should be either written and shared with your branding or written in a standard template so that all organisations can easily add their look and feel too.

If you are sharing data, ensure you do not get sloppy with your computer and systems security. Check for viruses and ensure you follow proper procedure when exchanging information.

Finally - keep communicating. Roles within organisations change so record what e-learning has been created and what will be required in the future. So long as you all share this information regularly you can continue to save time and effort while delivering content to your staff.

6 tips on how to increase uptake of e-learning

The easier it is for someone to use something the more often they will use it. Following this philosophy there are simple things you can do to improve uptake.

1. Increase ease of access:

     a. Ensure that it is easy for people to find the learning they need

     b. Standardise log on details across systems

     c. Provide visual instructions on how learners can access learning in 

         hardcopy at training stations and on the local intranet

2. Be clear where to find learning:

     a. Hold events to stimulate the learner e.g. induction for new employees

     b. Hold open training days with set schedules where trainers are 

         available to aid people with their learning.

     c. Be clear on who learners ask for help and where they can to access 

         help resources.

3. Encourage and advertise the catalogue of courses available to both

    individuals and line managers.

4. Show obvious links to how e-learning can help the individual and show 

    how this matches up with personal development. 

5. Respond to and fix issues quickly. Whether the issues are lost passwords

    or broken links the quicker they are fixed the less barriers people will

    have.

6. Proactively work to break down common misunderstandings and negative

    feelings towards technology and learning.

Successful uptake needs to be facilitated; it does not simply happen by itself. The more of the organisational structure that buy into and support e-learning the easier it is to increase exposure to staff and create positive interactions. 

It does not happen overnight but if you plan how you are going to integrate e-learning throughout the organisation, you can adapt and learn while increasing the uptake in a controlled and manageable way, while achieving long-term goals.

Reducing barriers to learning

By reducing the barriers to learning we are closing the gap between individuals and training, these barriers to learning are not always time and money: we must consider other factors such as access to learning material, terminals and whether the course fits the purpose. 

There is no point in having great interactive e-learning in place if the terminals where training takes place do not have sufficient hardware, bandwidth or even soundcards.

As a manager, having the ability to report effectively and support your learners is also important. 

The easier it is for users to log on and access learning the more likely they are to do it again. Having standard logon details that can be easily remembered resolving any problems quickly will help create a positive experience, thus increasing a learners desire to do it again and again.