Online Corporate Training
University of Victoria
Nowadays, many large companies pay more attention to employee training, and in order to ensure that their employees can keep up with the changes of the times. They often need to provide online job training for keeping high level of employees’ efficiency of enterprises. Therefore, many companies choose to establish a complement internal training system through the enterprise online training platform. So, for now you may have some question like how to choose a professional enterprise online training? And this question has become a distressing thing for many people. So, what is a professional enterprise online training platform? In my opinion that there are three basic characteristics of online trainings.
first of all, A professional enterprise online training platform enables rapid deployment of the system. Through modular programming and a complete technical architecture, the builder can be provided with convenient station building functions. The administrator only needs to input parameters and it does not need professional programming knowledge to realize one-click deployment of the online learning system.
Easy to manage
Second, a professional enterprise online training platform that provides convenient background management. Managers can quickly set up the course through the built-in course management program in the system, and can quickly upload courseware content such as PPT, video, graphics and text.Through the student management program, you can easily view the progress of each student’s learning, and perform statistics. In short, on the enterprise online training management platform, with the help of various convenient management functions, the training management efficiency can be effectively improved.
Easy to use
The direct users of the enterprise online training platform are the participants of the training, that is, the ordinary employees of the enterprise. Therefore, a professional online training management platform needs to have easy-to-use features. Participants in the training can quickly master the use of this system, which can improve the efficiency of internal training and speed up the work of employees.“Driscoll (2001b) and others have reminded us, e-learning is not just about the technology, but also many human factors. There is no doubt that corporations are increasing their emphasis on e-learning”(Strother, 2002).
After knowing what kind of online training is professional online training, I would like to compare the advantages and disadvantages of online training and traditional training. Here is some advantage about online corporate training.
Traditional training is usually conducted in the form of live lectures. It is difficult to evaluate the evaluation in the later stage, and it is difficult to quantify the training effect. The online corporate training platform is ready to develop training and learning plans and release tasks. At the same time, it can track student progress in the form of reports and team management, and set learning goals for team members. This is somewhat in line with the ease of management of online training. Because with the development of technology, traditional methods of collecting and evaluating are not very efficient. There are also many x factors. For example, the trainer’s illness is not performing well today. Some students are absent from key classes. It is easy to miss the focus by simply taking notes. These have a high probability of affecting the training results.
Traditional training resources are few and the courseware is influenced by the experience and energy of the lecturer. This number is very limited. Due to the wisdom of a large number of lecturers, online business training has a comprehensive curriculum system plan. At the same time, users can upload internal resources that are only for employees to learn and solve internal training materials. For example, in a fixed city, his trainer resources are limited. Most trainers are locals. Learning is easy to limit. I can use an example of myself to illustrate. When I was a high school student, I took part in our local tutoring program to deal with the college entrance examination. Because the exam questions are different in every province in China, but the test sites are roughly the same. If only the teachers in this province came to help me, he would not think of the knowledge points of other provinces. So my resources are very limited. If there are online classes at that time, I can choose different provinces to study. Enrich my knowledge from multiple perspectives. In addition, traditional training is limited by the cost, venue and other conditions, often only for middle and senior managers, and the situation of contact training for grassroots employees is very rare. This has made it difficult for the motivated basic staff to accept the opportunity for promotion. I have seen a movie about a story of a grassroots employee working hard. Many senior executives in the movie are brothers and sisters of a family. But they don’t work hard every day. There are many excellent employees at the grassroots level who are very motivated. In each year of training, corporate training focuses only on those relationships that are not motivated. This makes it difficult for grassroots employees who really have the ability to learn to get professional training. As time goes by, companies have to face bankruptcy. In addition, the fees that traditional training needs to pay include lecturer fees, venue arrangement fees, etc., with large capital investment and short training time. The online corporate training platform does not care about lecturer fees and venue fees. In the form of “system rental, free content”, this is very attractive for businesses. Based on Park, Kim & Yu (2015), the online training is similar with the real training situation. not only it provide good background for study but also it has plentiful study sources.
In contrast, the traditional training mode is in the form of face-to-face teaching. His advantage is that this training method generally does not require the transmission of information by means of electronic information transfer technology. More conducive to the old-school trainers to play. After a long time of testing, the traditional training method has been valued by most companies with its intuitive, vivid and image characteristics.
However, according to Major (2015), “the lack of clarity about student right in online courses has caused some educators to consider the issues and propose potential guidelines.” My point is that Before technology has evolved into holographic projection, online learning is not likely to replace offline learning, and the two will complement each other.
Corporate training is more about unrelated education. It means that employees can “do things right” after they finish school. Of course, some management training is to inherit the values and let managers “do the right thing”. But in general, most of the training is to hope that students can deal with work items in a certain scenario according to standard skills or procedures. In other words, most of the training is not knowledge-based training, but skills, and even attitude-based training. For the training of skill types, training is currently required on the computer, and the cost to the enterprise is very high, even impossible. For example, training a data center delivery service personnel, if you want to use online learning to complete the teaching, the enterprise may need to set up a virtual delivery scenario, at least to simulate the key scenarios that employees may face during the data center delivery process. A series of targeted exercises. There is a lot of cost behind this, which is far less effective than directly arranging employees to enter an internship base to get started. For some content that needs to be quickly iterated, such as the related technology trends involved in the solution sales category, the technology of 3 to 6 months may change greatly.
For example, this kind of training is like a “Selling seafood, the content of the training content is too short. Instead of spending time to develop online training, it is better to organize an offline workshop. Let’s discuss the latest technology trend and consider how to Combine this part with the value proposition of sales to better promote sales.
Of course, and online training’s advantage can show in this situation. for example, Online training can guarantee the standardization of training in large-scale situations and efficiently deliver training. A traditional training course can have up to 30 people (in fact, some high-interaction training is best no more than 12 people). Imagine if you need to complete the training coverage of 3,000 people in 3 months, then use the traditional Training is basically impossible, and online training is not an unfinished task as long as it is properly designed. Similarly, if you are training on a very cutting-edge content, and only one or two experts in the company can explain the problem clearly, then the most appropriate way is obviously not to let the expert do nothing, flying around the world. To do training, he is invited to record teaching videos, design online exams or homework, and then use online live or other online interactive methods to invite experts to answer the questions of the students.
In the absence of sufficient development of technology, online training cannot completely replace the traditional training model. But I believe that online training in the future will definitely replace the traditional training model. With the development of technology online learning, online education must be a trend. In addition, I think a good online training platform needs to have three characteristics that I have summarized. Through the rapid deployment of the online training platform, internal training can be carried out as soon as possible, and convenient management functions enable managers to conduct training management efficiently. Employees can quickly grasp the usage and start up as soon as possible through an easy-to-use platform. Finally, I hope that science and technology will develop better in the future so that they can provide more convenient and excellent learning conditions for more and more students.
Park, S., Kim, M., & Yu, D. (2011). The effects of learning authenticity on the learning achievements in the online corporate training programme. British Journal of Educational Technology, 42(2). doi:10.1111/j.1467-8535.2010.01163.x
Major, C. H. (2015). Teaching online: A guide to theory, research, and practice. Baltimore, Maryland: Johns Hopkins University Press
Strother, J. B. (2002). An Assessment of the Effectiveness of e-learning in Corporate Training Programs. The International Review of Research in Open and Distributed Learning,3(1). doi:10.19173/irrodl.v3i1.83