Artikelrecherche: Recycle for a Greater ROI: How to Future-Proof Your Corporate Training Content
APPLY MODERN INSTRUCTIONAL DESIGN BEST PRACTICESRecycling content with an eye towards improving its effectiveness and design requires the application of modern instructional design techniques to select reusable pieces of content. By recycling existing content, time, effort, and budget are all conserved during the development process when compared to new program development. The three key success criteria for recycling training content are future reusability, content modularization, and content searchability. Future Reusability Training content that can be reused and continually offered to learners for years into the future is an excellent investment. To future-proof training content, it should contain broad statistical trends rather than specific annual statistics, be published in interoperable formats, and contain timeless case studies and examples rather than current events and topical stories.
- Broad Statistics > Specific Data Using current annual statistics, figures, and reports in training content leads inevitably to future data inaccuracies and learner perceptions that training programs are outdated and irrelevant. Using mean statistical trends over a period of years paints a broader factual picture for learners, and will be much more useful as a reference for the future.
- Interoperability > Compartmentalization Properly recycled training content can be used in multiple contexts and platforms. Can instructor-led training manuals be used by trainers both in-person and virtually? Can e-learning courses be accessed from desktop computers and mobile devices alike? Ensure that recycled content can live where learners have a need to access it.
- Timeless Examples > Current Events Five years from now, which leadership development example will have more cultural relevancy: Odysseus’ epic struggle to overcome a Cyclops, sirens, and Gods along with his own shortcomings as a man in the Odyssey, or the crude and Machiavellian rise of Snapchat CEO Evan Spiegel? Illustrate training concepts with timeless examples rather than current events which may or may not be recognizable to learners years from now.
- Microlearning Rather than e-learning courses that can drag on for 30 minutes to an hour at a time on a multitude of subjects, breaking e-learning content up into modules of no more than two minutes long each for specific subjects is a powerful exercise in content modularization.
- Just-in-Time Training Learners might want to reference training material on the job so they can learn key concepts just in the nick of time. If learning modules are laser-focused on specific subjects, just-in-time training delivery becomes a reality.
Hier geht's zum Originalartikel.