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    7 Types of Training Programs That Should Now Be Converted to eLearning


    With the world going digital, you can no longer stick to traditional training programs that have to be delivered in classrooms and whose efficacy is dependent on the skills and personalities of the trainers. Your learners who may be scattered physically want more freedom to choose the training they want to take and the time and place where they want to take it. Going digital is the only way you can meet the demands of the modern learner, who wants fast, personalised, bite-sized information, wherever they are.

    According to IOMA (2002) companies save between 50% and 70% when they replace instructor-based training with e-learning. Click to tweet.

    Here is a list of 7 eLearning courses that you should create to replace or supplement your traditional training programs:

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    1) Onboarding

    Onboarding is an ongoing challenge for organizations. And contrary to a popular conception, onboarding is not just about training new recruits. Onboarding also refers to the training you provide to existing employees to bring them up to speed on new tools, technologies, processes, procedures, and regulations.

    Here’s how a digital makeover of traditional onboarding training programs can benefit employees:

    • Impart richer and more immersive experiences that make new learning more effective (using instructional techniques such as scenarios, quizzes, and competitions.)
    • Make available new learning to existing employees wherever they are and whenever they need it. Using mLearning as an effective onboarding tool.
    • Make new recruits feel welcome by assuring them that they can access the learning matter whenever they want to.
    • Free up the time of existing employees who would have to spend days in face-to-face, time-consuming training sessions. 
    • Give all employees feedback, provide guidance and monitor their progress.
    • By organizing the content into independent modules, you can give employees flexibility to choose and navigate to specific content, according to their needs.

    Feel skeptic?

    How to get started?

    2) Product Training 

    With new products hitting the market every day, eLearning is a cost-effective way to keep employees updated on these changes. The following are the benefits of converting face-to-face product training to eLearning:

    • eLearning modules can be accessed anywhere and anytime. This is especially helpful for your sales and other client-facing staff and on-field workers who can’t make it to the classroom or remain tethered to their desks.
    • Online learning makes it easy for you to keep your employees updated on the latest developments in the industry and thus maintain a competitive advantage.
    • eLearning courses can be easily and cost-effectively updated to reflect real-time changes.

    Get some ideas on instructional strategies for product training courses.

    Case study: BTICINO México Reaps the Benefits of Mobile Learning for Product Training 

    3) Customer Service

    It is imperative that your customer service reps are always aware of the latest products that have hit the market and their prices and benefits. They need this knowledge to help customers make informed purchasing decisions.

    There are two main reasons how eLearning can help your executives provide improved customer service:

    • Modules can be easily kept up-to-date by the training and development team. So customer service executives always have ready access to new information.
    • Increased knowledge improves customer experience, and this is eventually good for the bottom-line of the company (increase sales and give businesses a way to differentiate from the competition.)

    Read: Giving the best Customer service training by using eLearning

    4) Mandatory Compliance Training 

    All employees are required to adhere to a strict and specific set of rules and regulations that governs their industry. Non-compliance is heavily penalized. So compliance training is, well, MANDATORY. Here’s how creating compliance eLearning courses can benefit the company:

    • Save time: eLearning makes it logistically possible for all employees of an organization to take a mandatory compliance course without needing to assemble in a classroom.
    • Personalization: Designers can create bite-sized learning modules to provide relevant information to different groups of learners.
    • Bring boring content to life: Multimedia elements can be incorporated in eLearning modules to make learning engaging. Compliance training content is often boring, so eLearning designers should also try and weave in interactivities and games to keep the learners engaged.
    • Measure completion: Creating eLearning and putting courses up on the LMS let training and HR managers keep track of attendance and performance.
    • Increase engagement: Online courses can be made competitive by introducing real-time leader boards. This healthy spirit of competition will motivate employees to take and complete the courses.

    Read: 4 Simple Tricks to Make Mandatory Training Suck Less

    5) Technology, Tools and System Simulations

    Learning tools, technologies, and systems is not about memorizing steps and procedures. The learner should also be comfortable navigating the system and applying the tools and technologies to solve real problems. Creating system simulations for online training provides the following benefits:

    • You can create simulations that let learners get a feel of the environments they will be expected to perform in at the end of the training. Familiarity breeds confidence.
    • Online learning modules provide endless practice opportunities without inviting risks. Practice makes a man perfect.
    • Simulations are more engaging than making the learner sit through a demonstration video.

    6) Processes, Procedures and Business Practices

    Online learning makes it easier and less time-consuming to roll out courses on standard processes, procedures, and business practices. Also, eLearning can help you create more interactive and visual content for multi-step processes, critical paths, spatial relationships, or a sequence of causes and effects. 

    When something can be better explained by showing vs. telling then you have a better chance to use different types of media (video, illustrations, interactive flowcharts, etc.) in an eLearning course.

    Here’s how an organization can benefit from “eLearnizing” this content:

    • eLearning courses let companies standardize the content, so everybody in a team or within a department can access the same information and there is no knowledge gap.
    • eLearning lets employees practice working on the processes and procedures without worrying about the impact of their mistakes.
    • Having access to online learning content and being able to practice at will improve the efficiency of employees at following guidelines. This significantly decreases the risks of mistakes that can result in injuries and lawsuits.

    Here are some tips on how to create eLearning courses that effectively teach procedures.

    7) Soft Skills

    More than ever, soft skills- like negotiating, problem-solving, leadership, and communication—aren't optional. In fact, according to this presentation by BizLibrary, 75% of long-term job success depends on soft skills. This means that designing effective training for soft skills is critical to your company's productivity and performance. 

    eLearning or blended learning can be effective approaches to soft skills training. They can help learners become acquainted with the theories, models, and scenarios quickly. The learners can take the eLearning course at their own time and pace and reflect on the learning before they come to the classroom.  

    Read: 


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    Karla Gutierrez
    Karla Gutierrez
    Karla is an Inbound Marketer @Aura Interactiva, the developers of SHIFT. ES:Karla is an Inbound Marketer @Aura Interactiva, the developers of SHIFT.

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    Before Using AI to Create eLearning, Ask These Questions

    What’s the first thing you do when you’re about to create a new eLearning course? Do you jump right into the eLearning tool, or maybe think that with AI, most of the work is already handled? If you’re leaning toward the latter, here’s a little secret: while AI is powerful and technology makes things faster, they’re no substitute for the clear strategy you and your team need at the start. It’s easy to think that, with today’s tech, all it takes is pressing a button to get a course ready to go. But here’s the truth: before you let creativity flow and let technology take the wheel, you need a solid, well-thought-out plan. And that starts with answering four key questions. These questions are your safety net, keeping your course from becoming a waste of time and money and turning it into something that actually makes an impact. Making an impact means connecting with the right people, delivering the right message, using relatable examples, and making sure participants can put their new knowledge to work. So, before jumping into your favorite eLearning tool or letting AI work its magic, take a moment to ask yourself these crucial questions: 1) WHO ARE THEY? Identifying the Audience Taking the Course Knowing your audience isn’t just a step in the process—it’s the secret sauce that makes your course actually useful. Picture this: you launch a course without a clear picture of who’s taking it. It’s like serving a fancy five-course meal without checking for allergies or dietary preferences. Not exactly a winning move, right? If your eLearning course doesn’t speak to what your team actually needs, it’s likely to flop. No one wants a course that feels like busywork. Here’s why taking the time to know your course audience is a must: Skip the Obvious and the Overly Complex: Covering things they already know or, on the flip side, stuff that’s way over their heads can either bore them or leave them scratching theirs. Hit on Real, Practical Needs: If the course doesn’t tackle what they actually face on the job, it’s just not going to feel relevant—or worth their time. Keep Their Interest: When team members can clearly see how the course helps them, they’re way more likely to stick with it (and maybe even enjoy it!). Here are a few questions to make sure your course is actually hitting home: Audience Basics: Who are they? What skills do they already have, and what are they hoping to build? Daily Life: What does a typical day look like? Are they on Zoom calls all day or juggling a hundred things at once? Work Environment: What’s the vibe? Is it all about collaboration, competition, or somewhere in between? Why They’re Taking the Course: Are they here by choice or because it’s required? This will change how you approach the course content. Current Knowledge: How much do they already know? If they’re already pros, you don’t need to start at square one. By answering these questions, you’re setting the course up to be more than just “one more thing to do.” It’ll be a practical tool that boosts their skills, addresses their real needs, and helps them make a difference in their work. Also read: These 27 Questions Will Help You (Really) Know Your Learners 2) WHY DOES THIS MATTER? Why It’s Crucial for Your Team to Take This Training Here’s the deal: whether you’re building this course yourself or letting AI work its magic, you need a rock-solid understanding of why this training matters before you dive in. Why? Because people only get engaged if they know what’s in it for them. And that’s not just a nice-to-have—it’s the foundation for building a course that actually delivers results. When you’re clear on the why upfront, you’re setting your course up for success. You’re not just creating random lessons; you’re designing something valuable that resonates with your team’s real needs. If you skip this, no amount of AI magic or design work will turn things around later. Here’s how to make your course not just necessary, but something they’ll actually want to take: Be Clear About the Benefits: Right from the start, let them know what they’re getting out of this. Will it make them better at their current job? Give them a leg up for a promotion? Spell it out, and keep highlighting these benefits as they go. Make It Real: Use real-life examples that show how they can put what they’re learning into action. If it’s a course on time management, add a module on how to apply these techniques in a regular workday—it’s practical, and it keeps things relatable. Keep It Fun and Interactive: Toss in questions that make them think, add quick quizzes, and keep it lively. A little interaction goes a long way to hold their attention (and yes, maybe a few laughs too). Experts and Success Stories: Add in short videos from experts or quick success stories from people who’ve already used these skills. Seeing real people share how it helped them can be super motivating. Give Immediate Takeaways: Design each module so they can try out what they’ve learned right away. If they can see the value immediately, they’re way more likely to stick with it (and appreciate it). So, before you let AI start building your course or jump into designing it yourself, make sure you’re clear on why this training matters to your team. This is the foundation that turns training from just another task into a true asset for their growth and success. Focus on these areas, and you’ll turn training into something they value—not just one more thing on their to-do list. Also read: Why You Should Be Designing eLearning Courses Backwards 3) WHAT? What Should Your Team Be Able to Do After Finishing the Course? This question is a biggie—and it should guide every decision you make when creating the course, whether you’re building it yourself or using AI to help out. Here’s the thing: if you’re just loading up a course with endless data and theories that read like a blender manual, people are going to tune out fast. What really matters is making sure the content connects to your team’s real needs and work-life realities. If you don’t have a clear idea of what your team should be able to do by the end of the course, you’re likely setting up a training that’ll be forgotten as soon as they click “Complete.” Instead, think about the situations where they’ll actually apply this knowledge. Knowing this upfront keeps you (and any AI you’re using) focused on creating something useful, relevant, and engaging. Here’s how to make it crystal clear what skills and knowledge your team will walk away with: Clear Kick-Off: Start each module with simple, straightforward goals. A quick bullet-point list like, “By the end, you’ll be able to…” sets expectations and gets people interested. Visual Reminders: Use infographics or simple diagrams at the beginning and end of each section to highlight goals. It keeps things easy to follow and remember. Engage Throughout: Add in reflection questions or quick check-ins, like “How would you use this on your next project?” It keeps the content grounded in real-world application, not just theory. Hands-On Practice: Design activities that actually get them using what they’ve learned. If you’re teaching presentation skills, have them record a quick pitch or share a mini-presentation—something practical they can see value in right away. Meaningful Feedback: Provide specific feedback that connects their activities directly to the course goals. This not only reinforces what they’ve learned but makes it clear why each task matters. Wrap-Up with Impact: At the end, do a quick review of all the goals covered. Whether it’s a Q&A, a visual summary, or a downloadable sheet, give them something they can refer back to. As Malcolm Knowles, the guru of adult learning, said, “Adult learning is life-centered.” People want to learn things they can actually use to make their lives easier or their work more effective. By getting clear on these “What” goals upfront, you’re creating a course that’s memorable, practical, and, best of all, truly worth their time. Also read: 6 Essential Content Creation Tips For eLearning Success 5 Rules for Creating Relevant and Fluff-free Courses Before Diving Into Your Favorite eLearning Tool, Ask Yourself: Do I Really Get What My Team Needs? Will This Course Actually Help Them Do Their Jobs Better? Let’s be real—this isn’t just about throwing information at people. The goal here is to help your team not only learn but actually use that knowledge in ways that make a difference. Here’s Your Quick-Start Checklist: Get to Know Your Audience: Take a deep dive into their needs, current skills, and the real challenges they’re dealing with every day. (No guessing!) Set Clear, Doable Goals: Outline learning objectives that actually mean something to your team and tie back to the results you’re aiming for. Make It Interactive: Give them ways to practice, apply, and get feedback on what they’re learning. Think less “lecture” and more “let’s try it out!” Check and Tweak as You Go: At the end of the course, ask for feedback and adjust if needed. Make sure the course hits the mark and actually helps them grow. By focusing on these steps, you’ll design a course that’s worth every minute of their time and foster a culture of ongoing learning that can truly boost performance. Remember: a great eLearning course doesn’t just teach—it transforms. (And hey, if you can make it fun, even better!)

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    Are your team's training sessions dragging on with low enthusiasm and even lower retention? Gamification could be the secret to turning those dull workshops into dynamic learning experiences. Gamification in workplace learning means incorporating elements like points, badges, leaderboards, and challenges to make training sessions more interactive and engaging, much like a game. This strategy isn't just about fun—it makes learning more effective and enjoyable.

    4 Tips on How to Convert Long-Form eLearning Courses to Micro Lessons

    As a training leader, you know the value of a well-crafted, comprehensive eLearning course. Some subjects indeed require depth and extended engagement, but you also recognize that not every learning objective needs to be met with lengthy sessions. Perhaps you've noticed a trend: employees are increasingly seeking quicker, more focused learning experiences that fit seamlessly into their busy schedules. This doesn't imply that your detailed courses are ineffective—far from it! Instead, it highlights an opportunity to amplify their impact by adapting some of this content into microlearning formats.