Three questions about e-learning tools

An interview with Nadine Pedro about e-learning tools and the possibilities of digital training and development in SMEs

Medium-sized companies are facing a variety of challenges: A shortage of skilled labour, a tense economic situation and the rapid changes brought about by technological developments. In order to remain competitive in this dynamic environment, there is no way around modern personnel development. E-learning tools support HR departments in continuously training employees – cost-effectively and flexibly.

chemmedia AG has been developing e-learning tools for companies of all sizes for over 20 years. In addition to the development of modern training software, the Saxon company offers services relating to training management, the development of learning content and the implementation of e-learning tools. Nadine Pedro writes for chemmedia AG on two blogs about e-learning, digital personnel development and HR topics and is therefore the right contact person for the following three questions:

Is training and continued professional development with e-learning tools only for large companies?

Nadine Pedro: E-learning tools for personnel development are suitable for companies with 100 employees or more. The days when digital learning was only affordable for large corporations are long gone. For small and medium-sized companies in particular, training with e-learning tools offers great advantages in terms of cost, flexibility and effective knowledge transfer.

Traditional training courses often require considerable financial investment in travel, accommodation and room hire costs. E-learning largely eliminates these expenses. Once e-learning content has been created, it can be used repeatedly without incurring additional costs. This is particularly interesting for topics such as onboarding or compliance training. [1] Companies save money in the long term with e-learning tools.

Digital training and development is also more flexible than face-to-face training. With the help of e-learning tools, employees complete the training at their own pace and at the ideal point for them. This minimises disruption to day-to-day business operations while increasing participant engagement. Because let’s face it, there are better things than sitting in a stuffy room with hundreds of colleagues watching a 10-year-old PowerPoint presentation. Employees who work remotely can easily be involved in training activities without having to travel.

Another advantage for companies of all sizes is the interactivity of the content: Modern e-learning tools offer interactive and engaging learning methods, such as videos, quizzes and simulations, which make learning more interesting and maintain attention. [2] Learners actively engage with the content. As a result, knowledge is automatically better retained in the mind than through pure frontal teaching.

Which e-learning tools do you recommend for companies that want to start with digital training and continued professional development?

Nadine Pedro: Of course, this always depends on the company’s specific objectives. One e-learning tool that companies definitely need is a so-called LMS. Anyone who deals with websites may be familiar with the term CMS for content management system. An LMS (Learning Management System) basically does something similar, only for learning content.

With an LMS, you can assign learning content such as e-learning courses, various documents or dates for events to learners. The system documents participation in an audit-proof manner. This means you always have an overview of who has completed which training courses and when. Depending on which e-learning tool you choose, LMSs also come with additional functions:

• Personalised learning paths for personalised, adaptive learning
• Social interactions such as comment function, chats or user-generated content
• Certificates of completion for users
• Video conferences
• Integrated surveys for direct feedback from learners
• Reporting and evaluation for a better overview of the success of the training programmes

The next useful e-learning tool is primarily for companies that want to create their own learning content. To create didactically effective online courses, you need a so-called authoring tool. You can use this software to create digital learning content without any programming knowledge. When choosing an authoring tool, look out for the following features:

• Users are used to using content on their smartphone or tablet. Responsive content is therefore a must.
• A drag & drop editor helps with the simple creation of content without the need for programming skills.
• The integration of media – e.g. images, graphics, videos and audio files – into corresponding courses should work as smoothly as possible. In general, it is also advisable to use interactive elements such as video brakes, accordions, hotspots and mapping elements to actively involve learners.
• Make your courses accessible, e.g. by using keyboard controls and alternative texts for media.
• Offer different question types (single or multiple choice, matching questions, picture selection questions, cloze and dialogue questions) to test knowledge.
• Create courses that support industry standards such as SCORM and xAPI to ensure seamless integration with Learning Management Systems (LMS).
• And last but not least, work on content with multiple users simultaneously.

For more advanced companies, the world of e-learning tools offers much more. From dialogue simulations and flashcards to AI-supported learning experience platforms. I can only recommend getting good advice at the beginning. [3]

My tip: Start with a low-threshold topic such as onboarding or compliance training. The acquisition costs for the e-learning tools are low and you will even save money in the long term by reducing opportunity costs. As soon as the use of the tools has become established in the company, it will be possible to digitalise further personnel development measures.

How can employees be motivated to use e-learning tools and how do you deal with resistance?

Nadine Pedro: I would always try to take the employees along on the journey right from the start. The introduction of digital learning and special e-learning tools requires a well-planned change process. HR departments should never go it alone here. Learning is always a question of culture and culture affects everyone in the company.

Involve managers in particular from the outset so that they motivate their employees to make use of the new offerings. Agree with the company management how much learning time is available to employees and communicate this transparently – preferably in your job advertisements. Studies show that many employees value such benefits just as much as a salary increase. [4]

Start the introduction with an information event (this may take place digitally). Introduce the new e-learning tools and show the benefits they bring. Explain to your employees why this new type of learning is important and why you have decided to take this step. Understanding creates acceptance.

Before rolling out the first digital learning content, offer your employees training on how to use the e-learning tools. Ideally, you should bring in external experts who can answer even complex questions with confidence. Take into account the different digital competences in your company. Some employees need more support and others less.

Use all available internal communication tools to publicise your digital learning opportunities: Internal newsletters, communication apps, notices or posters. Also think about employees without their own computer workstation.

There will always be resistance to change. Only transparent communication can help. Take concerns and questions seriously and clarify them at eye level. Then the introduction of e-learning tools will be a success.

Notes (partly in German):

Would you like to discuss e-learning tools? Then simply get in touch with Nadine Pedro.

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