|
Overview
We advise that our clients create two plans. One for regulatory training and the second for skills development.
It is important that delivery of these two training products types are seen as distinct by employees. We recommend different graphics and messaging approaches to support this.
5.1 Plan to maximise usage.
Our primary objective is to maximise 'completion' rather that 'usage'.
Completions are a function of a, how easy it is to do the training (convenience) and, b, what the delegate perceives the reward to be.
By delivering learning in short digestible tutorials we can make elearning convenient. To get the delegate to complete the training they must think that it will be 'worth it'.
This generally take two forms:
1. the content must be seen to be relevant. The Plan must measure what is relevant and why and to whom.
2. there may have to be perceived physical rewards. We must also look at reward structures. For example our customers have used different formula:
" Money for the person who did the most on-line training each month (Health Authority)
" Absolute refusal to promote anyone who had not completed the required number of hours (Retail Group)
" But non financial rewards, such as Certificate, public praise are also effective.
5.2 Launch Plan
SkillGate offers posters leaflets and vouchers to support the launch.
Involvement
This is the moment of most interest from staff, therefore it is a useful moment to collect information from them. Interactive surveys can collect information as to what they want from a training system, and/or how they will react to the relevance/reward infrastructures you propose.
Supervisors' Involvement
A key part of the plan will be to get supervisors involved, and the ability to show them how to use the system to monitor their staff's training, and highlight their responsibilities.
5.3 Sustainability Plan
Most systems will start strong and then decline unless:
1. the learning approach is embedded in the culture of the organisaton.
2. the company makes a sustained effort to continually develop and distribute new relevant learning content.
SkillGate builds new content every day (150 tutorials a year in the Personal Trainer series alone), and runs promotions such the game we offered for Adult Learners' Week 2010. In this way we take responsibility for working with the organisation to sustain the system.
5.4 Monitoring and Measuring Return on Investment (ROI)
There are many ways to monitor the performance of the system at work. However a key performance indicator is the number of unique users who have access the site within the last seven days.
We also make the average for Personal Trainer access available to that you can benchmark your organisations performance against other companies.
| 
