A Beginner’s Guide to

Understanding the
Basics of E-learning
 TABLE OF CONTENTS
1. INTRODUCTION 4

2. WHAT IS E-LEARNING? 7

 Characteristics of E-learning
 The Advantages of E-learning
 E-learning Statistics and Trends
 A History of Organizational Training
 E-learning’s Impact on Business
 What Organizations have to say about E-learning

3. TYPES OF LEARNING AND E-LEARNING DELIVERY METHODS 19

 Synchronous Learning
 Asynchronous Learning
 Blended Learning
 Common E-learning Delivery Methods
 E-learning Delivery Platforms

4. AN OVERVIEW OF THE E-LEARNING PROCESS 26

 A Brief Look at the ADDIE Model of

Instructional Design
 TABLE OF CONTENTS
5. THE THREE Ds OF INSTRUCTIONAL DESIGN 30

 Design
 The Importance of Design
 Develop
 3 Well-known Course Authoring Tools
 Deploy

6. EVALUATION OF AN E-LEARNING COURSE 40

7. CONCLUSION 42

8. REFERENCES 45
Page 4/48
INTRODUCTION
We live in a knowledge-based economy that is characterized by advancements in
technology, globalization, intensive competition, and rapid changes in customer
needs. To be able to consistently grow, cope with these changes, and stay ahead of
the game, the workforce must keep itself constantly updated with new concepts,
skills and technology.
But there are challenges that hinder this ability to grow and change – the most
common being the inability to train a new type of workforce that is fast emerging
today – one that is young, diverse, globally dispersed, and with new learning needs.
In an endeavor to increase their workforce’s productivity and competency, many
large and mid-sized organizations have fostered innovation, moved away from the
traditional training methods and adopted eLearning methodologies that have had a
positive impact on business.

Sell More Improve Efficiencies Stay Compliant

 Improved sales  Speedy deployment of new  Comply with

information systems and industry specific
 Faster launch of processes legal and regulatory
products/services mandates
 Enhance employee
 Improved customer productivity  Develop a strong
service organizational work
 Serve the extended culture
 Increased customer enterprise
retention
 Geographical/industry
expansion
 Groom employees for
new roles
 Attract and retain talent
 Develop a capacity for
ongoing innovation

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INTRODUCTION
Today, eLearning is a multibillion dollar industry that is expected to grow further
with more organizations adopting its methods. eLearning has spread its
tentacles far and wide – so for an organization that is looking at eLearning for
the first time, it can be a daunting task to know where to begin.
The aim of this eBook is to give you a basic understanding of eLearning – its
business impact, the steps involved in creating, delivering and deploying an
eLearning program. The next step is to evaluate the need for eLearning in your
organization and assess how to implement it in a manner that will be fruitful –
both to your employees and the organization.

If you are in the process of deciding whether eLearning is the

best option for your organization but would first like a better
understand of the basics of eLearning, this eBook is for you.
By the end of this eBook, you will have an understanding of:

 How organizational training has evolved

 What eLearning is

 The advantages of eLearning

 The impact of eLearning on businesses

 The design, development, and deployment of

eLearning courses

 The way to evaluate the efficacy of an eLearning course

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 WHAT IS
E-LEARNING

Page 7/48 ?
WHAT IS E-LEARNING?

There is no single definition for eLearning; but very simply put, eLearning refers to any
form of learning that can be accessed through web technology.

Facilitated and supported by web-enabled technology, eLearning enables people to

learn at their own time and at a place convenient to them – both online as well as
offline. A computer or any other mobile device is used to deliver at least a part of an
eLearning program.

The objective of an eLearning course is

to help learners learn by themselves,
while at the same time allowing them to
collaborate and interact with their peers
for a social learning experience. So while
eLearning is built on a variety of
technologies, the main focus of
eLearning is on the learning itself .
There are two parts to eLearning – the
course and the delivery platform.

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CHARACTERISTICS OF E-LEARNING
Did you know that not every course that is available online can be termed an eLearning
course? A true eLearning course adheres to Instructional System Design (ISD) principles;
these principles are the basis for creating sound, instructional experiences to make the
learning of both knowledge and skills, effective, appealing and efficient. A true
eLearning course can be identified by the following characteristics:

Every eLearning course is created because there is a

01
learning need.

02 An eLearning course is designed with one or more learning

objectives in mind.

An eLearning course is also created with a particular

03
audience and its needs in mind.

eLearning is created with the help of Subject Matter

04 Experts (SMEs).

The development of eLearning follows a very streamlined

05
process.

06 eLearning is always followed up with an assessment.

07 eLearning is connected to electronic media.

08 eLearning is self-paced and reaches a wider audience.

eLearning Trivia
The average age of someone who learns online is 34 years’ old
(Ferriman, 14 Interesting ELearning Facts, 2014)

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THE ADVANTAGES OF E-LEARNING
The global eLearning market is booming, with more and more organizations reaping
the benefits of eLearning. The guaranteed advantages that come from adopting
eLearning are as follows:

01 Just-in-time knowledge

02 Anytime and anywhere learning

03 Uniform training to a geographically dispersed workforce

04 Reduced training time and costs

05 Interactive and collaborative learning

06 Self-paced learning

07 Effective and efficient life-long learning – on demand

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A HISTORY OF ORGANIZATIONAL TRAINING
It hasn't always been classroom lectures for organizational training. Organizational
training has progressively moved from classroom training to social learning in a very
gradual manner, and the migration has been sure and steady. Here’s a brief look at
the move (Thornton, 2015).

Computer- based Training (CBT) 1970s

Once upon a time, organizations relied heavily
on instructor-led training. CBT courses were
developed which lead to the evolution of the
Learning Management System.

Web-based Training (WBT) 1990s

With the advent of the Internet, CBT transitioned
to WBT.

Blended and Information Training – 2000s

Organizations began to combine ILT with WBT.

Social, Collaborative, Talent-driven

Learning – 2010+
Learning designed to address knowledge gaps;
mobile learning.

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E-LEARNING STATISTICS AND TRENDS

 The market size of the global corporate E-learning market is predicted to reach
close to USD 31 billion in revenue by the end of 2020 (Research, 2016).

 The global e-learning market will grow at a CAGR of 17.81% during the period
2016-2020 (Markets, 2016).

 U.S. organizations spent 5 percent of their budget or $602,306 in 2015

(vs. $254,256 in 2014) on learning tools and technologies (Staff, 2016).

 74% companies used an LMS in 2014 and 41% of non-users said they intended
to purchase an LMS in 2015 (2014 Training Industry Report, 2014).

 25 percent of companies said they are using social learning to some extent
(Staff, 2016).

 Large and mid-size US companies appeared to be focusing on online or

computer-based methods (29 percent vs. 20.8 percent for small and mid-size
companies) (Staff, 2016).

 1.8 percent of training hours were delivered via mobile devices in the US, in
2015 (Staff, 2016).

 31.9 percent of hours were delivered with blended learning techniques, up from
29.1 percent in 2014, in the US (Staff, 2016).

 Technology use was higher overall in 2015 than the previous year, with Learning
Management Systems accounting for 73% (Staff, 2016).

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E-LEARNING’S IMPACT ON BUSINESS
ELearning impacts business and plays a very vital role in the growth of businesses,
aids their competitiveness, productivity, and profitability – and increases value.

In 2012, over 41.7 percent of Fortune 500 companies used technology

during formal learning hours (Global E-learning Sometimes Faster
Than U.S., 2013)

Here’s how eLearning impacts businesses:

01 E-learning allows administrators to provide employees

up-to-date knowledge and lets them learn at their
Improved
Employee
own pace and master skills related to their jobs
Productivity quicker.

02 E-learning reduces costs dramatically. Refer page

Reduced Costs 16 for the various ways ELearning benefits a
company, financially.

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E-LEARNING’S IMPACT ON BUSINESS

03 True competitive advantage comes from performing

new functions in a timely manner at a competitive
Reduced Time to price. Reduced time to competence is linked to
Competence business goals such as:
 Faster launch of products
 Speedy deployment of business processes
 Immediate compliance with regulations and
regulatory bodies
 Quick ‘job readiness’ of new hires
 Increased productivity

04 Knowledge translates into monetary gains for the

Better Return on organization in terms of revenue, and gives it a
Investment higher return on investment.

05 Courses are quicker to create, develop and rollout.

With a wider reach, it can be used to train a
Improved Training
Content Development
geographically-dispersed workforce, uniformly
and Delivery and concurrently.

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E-LEARNING’S IMPACT ON BUSINESS

06 E-learning saves valuable production time as

employees learn anytime and anywhere, without
Improved having to miss hours off work. After implementing an
Bottom Line eLearning program, IBM found that learners learnt
nearly 5 times more content without any increase in
the training time (Corporation, 2014).

07 E-learning helps organizations gain a greater degree

of globalization by developing similar competencies
Enterprise across the globe, faster and cheaper; it helps
Transformation companies and employees to develop skills critical to
business goals and removes inefficiencies that
prevent an organization from flourishing.

08 With good training and increased knowledge on

what they are selling/manufacturing/using,
Increased employees are enthusiastic about the work they
Brand Loyalty
do for the organization, thereby increasing brand
loyalty. Higher brand loyalty leads to better
performance on a variety of dimensions.

E-Learning transforms mundane and boring content into interesting and

engaging content with the help of multimedia, and increases the retention
of knowledge by 25% to 60% as opposed to only 8% to 10% via classroom
training (according to The Research Institute of America).

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E-LEARNING’S IMPACT ON BUSINESS

09 Employees stay up-to-date on industry knowledge at

all times. Employees can be trained on new products,
Increased quickly and efficiently; they can also be updated on
Competitive new features of existing products, as they come on
Advantage stream.

According to The Ambient Insight 2012-

2017 Worldwide Mobile Learning Market
– Executive Report, 42% companies
reported that eLearning directly led to an
increase in revenue (Adkins, 2013).

An IBM study showed that every dollar

spent on eLearning results in $30 of
productivity (Corporation, 2014).

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E-LEARNING’S IMPACT ON BUSINESS
Cost Savings
 Reduced travel, lodging and meal costs
 Reduced training/learning function overhead costs
 Reduced costs associated with in-person events
 Reduced wasted training costs (wrong training for the right people and vice versa)
 Reduced lost opportunity costs (the hidden costs or revenue lost when critical
work does not get done because people are away at trainings)
 Reduced administrative costs – ELearning automatically tracks learning and
reports attendance, grades and completion of events
 Reduced training time – Courses are easier to create, quicker turnover time and
quicker to update. (A 30-minute online training module can be created in less
than 3 weeks.)

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HERE’S WHAT ORGANIZATIONS HAVE TO SAY
ABOUT E-LEARNING:

 37% organizations show greater employee productivity (Ferriman, 2014)

 Organizations are 17% more likely to be market share leaders (Bersin, 2012)
 26% of organizations show greater ability to deliver quality products (Ferriman, 2014)
 34% organizations note an increase in customer care with eLearning (Ferriman, 2014)
 58% of organizations are more prepared to meet future demands (Bersin, 2012)
 72% companies keep up-to-date with the changes in the market through
eLearning (2014 Training Industry Report, 2014)
 Early adopters of eLearning note a 60% reduction in training time (Guttierrez, 2016)
 46% of organizations are more likely to be first in the market (Bersin, 2012)

Page 18/48
 TYPES OF LEARNING AND
E-LEARNING DELIVERY METHODS

Page 19/48
TYPES OF LEARNING AND E-LEARNING DELIVERY
METHODS

In today’s eLearning environment, learning happens primarily by

two methods – synchronous and asynchronous, and often a
combination of the two (blended learning). The reason it is
important to understand these types of learning is because the
delivery of eLearning would, to a large extent, depend on the type
of learning your learners are comfortable with.

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SYNCHRONOUS LEARNING: REAL-TIME LEARNING
Synchronous learning is just like classroom learning except that the instructor and
all the learners could each be in an entirely different location. Even though they
are separated by distance, they can communicate with each other via chats, IMs
and real-time video.

Synchronous eLearning is suitable for concept-based training, training of very

complex concepts, and sometimes training for learners who require the presence
of a trainer.

The advantage of this type of learning is that:

 Learning happens in real time
 Participants can share their ideas during the training session
 Employees from various geographies can interact and share
ideas with each other
 Continuous and immediate correction is possible
 Trainers can personalize training

Synchronous eLearning is gaining popularity because of improved technology and

Internet bandwidth capabilities.

Synchronous learning happens via:

 Virtual classrooms  Webinars

 Audio and video conferencing  Application sharing
 Chat  Instant messaging

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ASYNCHRONOUS LEARNING: STUDENT DIRECTED,
SELF-PACED LEARNING
With asynchronous learning, the course material is made available to learners, who
then access it at their own time and pace. In fact, learners prefer asynchronous to
synchronous learning as it does not affect their daily commitments. Learners and the
instructor are not connected in real time, nor do they access the course material
simultaneously. Emails, blogs, discussion forums, eBook CDs and DVDs are used.
Generic training that has a long shelf life and does not pertain to a particular group
of people such as soft skills training, management training and financial training can
be conducted via asynchronous eLearning. Process-based training is well conducted
this way. The advantage of this type of learning is that:
 Learning happens at the learner’s convenience
 Learners gain in-depth subject knowledge as they have more time to learn
 Learning is available just-in-time, for instant access to knowledge
 Training reaches all learners, simultaneously
 There is uniform learning across the organization – at no extra cost

Asynchronous learning makes use of media that is not instantaneous:

 Self-paced online courses  Blogs

 Discussion forums & groups  Discussion forums
 Messages boards  CDs and DVDs
 Emails

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BLENDED LEARNING : A MIX OF SYNCHRONOUS
AND ASYNCHRONOUS LEARNING

Blended learning is a mix of synchronous and asynchronous learning and is

by far the most popular. The proportion of each of the blended ingredients
will depend on the audience, the amount of independence and guidance
required during the training/learning process, and the organization’s
available finance and infrastructure.
The advantage of this type of eLearning program is that:

 Organizations can improve training and

learning effectiveness, very efficiently
 There is an extended reach
 Development cost and time can be optimized
 Business results are optimized

Blended learning can also be a blend of:

 Offline and online courses

 Structured and unstructured learning
 Self-paced and collaborative learning
 Customized content and off-the-shelf content
 Work and learning

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 COMMON E-LEARNING DELIVERY METHODS

Another important component of eLearning is the way by which eLearning is

delivered to learners. As opposed to common misconception, eLearning is not
always online – and just like the way eLearning can take place synchronously,
asynchronously or by a blended approach, eLearning can be delivered
synchronously, asynchronously or by a blended approach. With the exception of
blended learning and ILT, all the delivery methods listed below are asynchronous.

COMMON ELEARNING DELIVERY METHODS

Instructor-led This is the most traditional form of learning. The instructor

Training and the learners are face-to-face. Instruction takes place in
a classroom. An instructor makes use of PowerPoint or
01 videos to present information in a classroom and is there to
assist learners. This is the most basic form of learning.

Web-based Online courses can be made available through the Internet

Training (WBT) which acts as a platform to deliver learning. Here, the courses
are self-paced and there is no interaction with fellow learners
02 or the instructor. Because it is self-paced and motivates
learners to learn new skills, adult learners prefer this type of
learning.

Page 24/48
 COMMON E-LEARNING DELIVERY METHODS

Another important component of eLearning is the way by which eLearning is

delivered to learners. As opposed to common misconception, eLearning is not
always online – and just like the way eLearning can take place synchronously,
asynchronously or by a blended approach, eLearning can be delivered
synchronously, asynchronously or by a blended approach. With the exception of
blended learning and ILT, all the delivery methods listed below are asynchronous.

COMMON ELEARNING DELIVERY METHODS

Computer-based In this type of learning, online courses are made

Training (CBT) available to learners through a compact disc (CD) or a
computer-based training program that can be accessed
03 on the learner’s system.

Mobile learning or mLearning allows learners to access

Mobile Learning
learning on a mobile device of their choice. The designing
of an mLearning course is very different from other
04 eLearning courses.

Page 25/48
 AN OVERVIEW OF THE
E-LEARNING PROCESS

Analyse

Evaluate Design

Implement Develop

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AN OVERVIEW OF THE E-LEARNING DESIGN AND
DEVELOPMENT PROCESS
An asynchronous eLearning program has many components - the technology,
the developer and the learner. In order to make a program effective, all these
components have to function in synergy with each other. Developing an eLearning
program in a systematic manner will help bring all these components together.
Successful eLearning organizations use the ADDIE process of developing an
eLearning course. The acronym stands for Analysis, Design, Development,
Implementation and Evaluation.
An overview of this process can be illustrated through the following diagram:

Analyse

Evaluate Design

Implement Develop

An alternative to the ADDIE model is the Successive Approximation Model (SAM).

SAM is especially useful to drive performance improvement through eLearning. SAM
bridges the gap between the eLearning vendor and the organization to give learners
the best eLearning experience. (At CommLab India we follow both the ADDIE as well
as the SAM models.)

Note: When the process is outsourced to an eLearning vendor, the analysis

and the evaluation processes are taken care of by the organization’s L&D
department. Only the design and development processes are outsourced
to the vendor.

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A BRIEF LOOK AT THE ADDIE MODEL OF
INSTRUCTIONAL DESIGN

Analysis stage involves understanding your organization’s training

A N A LY S I S

requirements, timelines, and the needs of the target audience; it

also involves assessing your available content and the best way to
present it in the program.

A design document consisting of the recommendations of the

learning management team is prepared after evaluating your
DESIGN

requirements, learning objectives, assessment needs and design

challenges. A clear-cut learning strategy is defined at this stage
based on the instructional, visual and audio strategy.

Based on the inputs in the design phase, the content, visuals and
DEVELOP

assessments are developed through storyboard, page layout and

multimedia development.

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A BRIEF LOOK AT THE ADDIE MODEL OF
INSTRUCTIONAL DESIGN

eLearning programs are categorized as Asynchronous (CBT or WBT

IMPLEMENT

courses) and Synchronous (Virtual Classrooms, Webinars, etc.).

(DEPLOY)

Whatever be your requirements, the eLearning program is

packaged as per the industry standards and then deployed to you.

This is the most important step that ensures quality in the

E VA L U AT E

eLearning development program. The program is reviewed at

various stages by editors, instructional designers, Subject Matter
Experts and finally by Quality Control managers.

Now that we are armed with the basics of

eLearning, let’s take a look at the steps
involved in designing and developing an
eLearning course. Set out with a plan. It’s
advisable to go with a tried and tested plan
rather than to dive into designing an
eLearning course without knowing how to
begin and where to go from there.

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 THE THREE Ds OF
INSTRUCTIONAL DESIGN

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DESIGN

Design
Based on the analysis
of the audience,
content, and best
delivery method

The designing phase deals with Keeping in mind the principles of adult
describing the design specifications of learning (which differ from the principles
the course; these design specifications of early education), the style of learning
are compiled in a design document which (for visual, auditory and kinesthetic
provides explicit information about the learners), and the type of learning that
requirements of the course and how the needs to be presented (facts, concepts,
product is to be put together. principles, procedures, processes) are
finalized. Anticipated concerns are
All the information that is collected addressed during this phase.
during analysis (the A phase of ADDIE), is
assimilated together in a well-planned, A storyboard of the course is created in a
and well-designed manner, to make logical and sequential manner and sent to
sense and meet the learning objectives. the client for approval. Once approved,
it goes into the development stage.

THE IMPORTANCE OF DESIGN

 Gives stakeholders a rough idea of what the course will look like.
 Enables developers to visualize the graphic user interface and multimedia
components.
 Helps developers to ideate the course to suit the requirements of the
learners for the best possible learning experience.
 Enables determining the structure for continuous evaluation of the learner.
 Enables to plan and incorporate innovative ways to handle large and
complex amounts of information.

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DESIGN

Design
Based on the analysis
of the audience,
content, and best
delivery method

CONCERNS ADDRESSED DURING THE

DESIGN PHASE:

01 Which learning objectives need to be met?

What lesson plan needs to be followed? 02

03 What are the types of exercises that will be used?

What are the steps that need to be followed? 04

05 Which assessment method would be best suited?

What are the various types of media that must be used? 06

When addressing these concerns, a plan for each of these
Note:
issues is carefully selected, developed and evaluated.

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DEVELOP

Design Develop
Based on the analysis Based on the
of the audience, design document
content, and best created during the
delivery method design process

The development stage of course creation is an elaborate and critical process

wherein each member of the development team - the instructional designers, visual
designers, graphic artists, multimedia developers, and quality assurance specialists
work in synergy to deliver their specific tasks on time. Based on the inputs
developed in the design phase, the team builds the course content, adding in visuals
and assessments using storyboard, page layouts and multimedia.

An eLearning course must be developed using special course authoring tools.

eLearning course development is a continuously evolving field and these

eLearning principles and authoring tools are constantly updated to be
able to give learners the best learning experience.

COURSE AUTHORING TOOLS

A variety of authoring tools are used to create eLearning courses – the popular ones
are Articulate Storyline, Adobe Captivate, and Lectora Inspire. The authoring tool
that is used to create a particular course will depend on factors such as the learning
needs of the learners, complexity of the course (text-heavy content or little snippets
of information), how the course must be delivered (online, offline or via mobile
learning), the budget, and the time available to develop that course.
Course Authoring Tools are easy to master and are a boon to course developers.
While some of these tools can be used even by a layman who does not possess a
formal programming degree, there are other tools that require users to have a
certain amount of programming knowledge.

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DEVELOP

Design Develop
Based on the analysis Based on the
of the audience, design document
content, and best created during the
delivery method design process

3 WELL-KNOWN COURSE AUTHORING TOOLS

ARTICULATE STORYLINE:

This authoring tool comprises a very comprehensive set of tools and is yet
extremely easy to use to directly convert PPTs to an eLearning course. It’s so
simple to use that even someone who has never created a course before
can create a beautiful course without any trouble. Anyone who can create a
PPT can use Articulate Storyline as the user interface (UI) is similar. The
entire structure of a course can be used to create a new course, saving
SMEs time. It is very easy to deploy courses that are published in Articulate
Storyline, on an LMS. It is also good for publishing quizzes.

When to Use What

 Flash-based courses with rich graphics

1
 Simple, short and lightweight courses
 Online courses
 Courses that do not require a lot of customization

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DEVELOP

Design Develop
Based on the analysis Based on the
of the audience, design document
content, and best created during the
delivery method design process

3 WELL-KNOWN COURSE AUTHORING TOOLS

ADOBE CAPTIVATE:

Adobe Captivate can be used to build more complex courses. But because
it can be used for more complex courses and has many more features that
are also complex, it needs some amount of mastery before it can be used.
It has inbuilt assessments and is easy to sync audio with animations.
Adobe Captivate can be considered an all-round tool for the development
of eLearning assets. It is possible to convert text to speech with this
software. Adobe Captivate is recommended for application training.

When to Use What

2
 Complex courses
 Application training courses
 Online courses

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DEVELOP

Design Develop
Based on the analysis Based on the
of the audience, design document
content, and best created during the
delivery method design process

3 WELL-KNOWN COURSE AUTHORING TOOLS

LECTORA INSPIRE

Lectora is the most popular tool to build HTML5 courses. It has several
built-in templates that lend the completed course a very professional look
and feel. It can be used for text-heavy content and when quick
translations are required. The courses can be made interactive. Audios,
videos and flash animations are some of its features. Customizations are
possible. Content can be made very interactive. It can also be integrated
with social media. However, courses created with Lectora take a long time
to load. Also, one needs to be trained on its usage and features before
using it. The latest version of this tool is packed with several new
innovative features that make the development of digital courses easier
and quicker than even before.

When to Use What

3
 Text-heavy courses
 Translations
 Interactive courses

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DEPLOY

Design Develop Deploy

Based on the analysis Based on the Installation and
of the audience, design document transfer of files;
content, and best created during the training and rolling
delivery method design process out of the course

The course is now ready to be delivered via a system that was decided on in the initial
stages - either by a web portal, LMS (learning management system), LCMS (learning
content management system) or mobile device. If the course is deployed on an LMS,
the deployment would also include installation of all the modules, transferring files to
the system and testing the course. The course is made SCORM, AICC or xPerience API
compliant - these are eLearning standards that must be met for courses to be
compliant with an LMS.

Once the course is tried and tested and is ready to be rolled out, it’s time for
implementation of the course. But a very important precursor to the rolling out of the
course is the training of employees and administrators on the use of the course in a
way that will enable them to glean maximum benefit from eLearning.

A true eLearning program is one that is designed around a variety of

instructional design principles and built by eLearning authoring tools.

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DEPLOY

Design Develop Deploy

Based on the analysis Based on the Installation and
of the audience, design document transfer of files;
content, and best created during the training and rolling
delivery method design process out of the course

Training for Administrators Training for Employees

The L&D team - or the team Employees must be educated on

responsible for your employees’ how they can register for the
training must be trained on the course course and how they can use the
curriculum, how the courses must be accompanying eLearning tools to
delivered, and testing procedures. their advantage.

Note: Learning guides for the trainers as well as for the learners will be
beneficial. It is important to keep track of the learners’ reaction to the
content, the media, and the software used to make sure it is all positive.

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E-LEARNING DELIVERY PLATFORMS

E-learning can be delivered through a learning management system (LMS) or a

learning content management system (LCMS).

Learning Content
Learning Management System (LMS) Management System (LCMS)

1. Benefits organizations and learners 1. Benefits designers, SMEs

2. Manages people and authors
3. Manages learning performance, 2. Manages content
requirements and programs 3. Manages learning content
4. Can manage classroom training 4. Cannot manage classroom training
5. Can integrate with HR and ERP 5. Cannot integrate with these
systems systems. But developers can
6. Can have a repository of interact and exchange tools
created courses through an LCMS
6. Has a repository of components of
courses that can be reused at a later
stage for other courses

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 EVALUATION OF AN
E-LEARNING COURSE

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EVALUATION OF AN E-LEARNING COURSE
This is an ongoing process. The course is evaluated at each stage to make sure that
the course meets all the learning needs and objectives at each stage. Evaluation at
the reaction level as well as at the learning level takes place here. Learners are tested
at the end of the course to make sure that knowledge has been transferred.
If the eLearning course fails to meet its objectives and there is no sign of transfer of
knowledge to learners, the course must be revised. A learner’s reaction to learning,
how much learning occurred, change in performance due to learning and whether the
training met the organization’s need are all evaluated during the evaluation process.
At the end of the day, the goals and objectives that were outlined at the very
beginning, must be clearly met.

THE KIRKPATRICK MODEL OF EVALUATION

Reaction: Useful in cases where Learning Outcome: It is usually done

there is no need for assessments with a pretest and a post-test. A very
and only information needs to be effective evaluation tool to test the
shared with employees, such as on level of knowledge transfer. The tests
product updates or new features in are conducted through multiple
products. choice questions with options and
scores tracked using a learning
management system.

Behavioral Change: This level is

used to evaluate the behavioral Results: Evaluation of the results
change in the learner once training measures the outcome on
is completed. The behavioral level productivity, quality, sales, cost
evaluation is conducted reduction, employee retention,
immediately after training and and customer satisfaction.
once again after a gap to measure
the level of long-term retention.

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 CONCLUSION

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CONCLUSION

Last year, the average training budget per learner decreased from US $976 in 2014 to
US $702 (Staff, 2016). Today, organizations must do more on a smaller budget – this
trend will continue for a while. ELearning has proved to have immense business
benefits – helping organizations to do more, with less.

Any organization that wants to stay at the forefront, can make use of
technology-enabled learning to give both the organization as well as its employees a
competitive advantage. Technological advancement has changed the way we learn.
There is a trend toward learning that is social, interactive, dynamic and fun - with fewer
limitations and better opportunities for engagement and active participation that will
transform the organization.

Now that you have an understanding of the basics of eLearning, the next step is to
implement eLearning in your organization, in a matter that will be fruitful - both to
your employees and the organization.

The steps involved here would include analyzing the eLearning readiness of your
organization; presenting an eLearning case to the decision makers; deciding on
whether to outsource your eLearning needs – and if so, finding the right
eLearning vendor; understanding the organizational eLearning
barriers you might encounter along the way; and making sure
unexpected pitfalls don’t disrupt your eLearning venture. All this
and more in our next eBook!

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 Want to
IMPLEMENT E-LEARNING
in your organization?
Know how much it will cost you.

Get Your Quote Now!

Page 44/48
Page 45/48
REFERENCES

 Adkins, S. S. (2013, Dec). The 2012-2017 Worldwide Mobile. Retrieved from

Ambient Insight:
http://mrb.lynkx-01.nl/Uploads/Files/dissertation_nvanda.pdf

 Bersin, J. (2012, Jan). Building the Borderless and Agile Workplace.

Retrieved from Bersin:
http://marketing.bersin.com/rs/bersin/images/Predictions2012_Final.pdf

 Corporation, I. (2014). The Value of Training. Retrieved from ibm.com:

https://www-304.ibm.com/services/learning/pdfs/IBMTraining-
TheValueofTraining.pdf

 Ferriman, J. (2014, Mar 16). 6 Ways ELearning Impacts Business.

Retrieved from Learn Dash:
http://www.learndash.com/6-ways-elearning-impacts-business/

 Guttierrez, K. (2016, Apr 07). Facts and Stats that Reveal the Power of
eLearning. Retrieved from Shift eLearning:
http://info.shiftelearning.com/blog/bid/301248/15-Facts-and-Stats-
That-Reveal-The-Power-Of-eLearning

 Markets, R. a. (2016, Feb 01). Global E-learning Market (2016-2020) Growth

at 17.81% - Market Segmentation by End-User & Component - Research
and Markets. Retrieved from Reuters:
http://www.reuters.com/article/research-and-markets-
idUSnBw015519a+100+BSW20160201

 Research, T. (2016, Jan 29). Global Corporate E-learning Market to Reach

over USD 31 Billion by 2020, says Technavio. Retrieved from Business Wire:
http://www.businesswire.com/news/home/20160129005032/en/Global-
Corporate-E-learning-Market-Reach-USD-31

 Staff. (2016). 2015 Training Industry Report. Retrieved from Training

Magazine:
https://trainingmag.com/trgmag-article/2o15-training-industry-report

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 About CommLab India .

For the last 15 years, CommLab India has delivered high

impact training for Product Sales, Enterprise Software and
Compliance to 100+ delighted customers in 30+
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