FREE E-BOOK: THE ULTIMATE GUIDE TO SUCCESSFUL ELEARNING IMPLEMENTATION AT THE WORKPLACE

FREE E-BOOK: THE ULTIMATE GUIDE TO SUCCESSFUL ELEARNING IMPLEMENTATION AT THE WORKPLACE

In this free eBook, we give you a complete rundown of what it takes to make a success of e-Learning implementation at the workplace.

Share This Post

Share on facebook
Share on linkedin
Share on twitter
Share on email

FREE E-BOOK: SUCCESSFUL ELEARNING IMPLEMENTATION AT THE WORKPLACE

The eBook, The Ultimate Guide To Successful eLearning Implementation At The Workplace, is an attempt to deconstruct the elements needed to make an eLearning implementation initiative successful. We start from the seemingly basic but invaluable question: ‘What is your goal?’. We then go on to explain how this goal, in conjunction with subsequent decisions, can guide you in creating an effective strategy, and then design, implement, and roll out programs for lasting success. We take an in depth look at evaluation, describing in detail when it should be thought about, planned for, and implemented.

WHAT THIS eBOOK COVERS

The eBook is divided into five sections, as detailed below:

Section 1: Defining a Workplace eLearning Strategy That Works

This first section takes a look at what a good workplace e-learning strategy looks like, and describes the steps that can be followed to define one. Here is an overview of what we cover in this section:

  1. Identify what you want to accomplish, why, and in what timeframe
  2. Understand where you currently are vis-à-vis the goal
  3. Identify evaluation parameters
  4. Consider the entire gamut of learning in relation to the organization’s culture
  5. Take into account what is needed, and what is available
  6. Determine how often content would need updation
  7. Think about how learning would fit into your employees’ day
  8. Consider who needs to come onboard, and when
  9. Think about tools and technologies

Most importantly, this section seeks to answer the two questions:

  1. Why is it important to define an eLearning strategy?
  2. What are the elements of a good strategy document?

Section 2: Considerations For Selecting An eLearning Vendor-Partner

In this section, we deep dive into the considerations for answering the one big question that organizations typically have when embarking on an eLearning initiative: ‘What should we develop in-house, and what should we outsource?’. We seek to cover this as well as other points such as:

  1. Consider your capabilities, both at present and in future: Here, we provide a description of the basic roles / profiles that an eLearning project would typically involve.
  2. Choose an eLearning vendor-partner: Here, we attempt to describe all the parameters for choosing a vendor-partner. Some of these, such as experience, expertise, size of company, etc., are obvious, while others are not so obvious.

Section 3: Designing Workplace eLearning Programs for Lasting Success

This section takes a high-level look at the design elements that make an eLearning program successful, without getting into specific approaches for instructional design. The elements discussed here include:

  1. Defining what success means
  2. Defining the learning / performance outcomes
  3. Putting practice first
  4. Considering various forms and methods of learning delivery, to support learners in the best ways possible
  5. Using templates

Section 4: Selling Your eLearning Program to Learners and Keeping Them Hooked

The fourth section is all about ‘selling’ the eLearning courses to learners, to motivate them to:

  1. Enroll in the course, go through the same and learn from it
  2. Take action, that is, perform the intended behaviors, after completing the course
  3. Continue to exhibit the desired behaviors

This section talks about various ideas to do the above, touching upon points such as creating a brand identity, and designing a campaign not just to spread awareness and to nudge learners towards taking the courses, but also to urge them towards exhibiting the desired behaviors.Section 5: Creating an eLearning Evaluation Plan

This section takes a look at evaluation as a process that takes place (or should take place) at the design stage. It covers evaluation at six levels, and provides a template that be used for designing evaluation for any course or learning initiative. The levels covered include:

  1. Participation (example: “72% of the learner population logged in and viewed the courses”)
  2. Completion (example: “80 out of every 100 people who started a course completed it”)
  3. Engagement (examples: “the courses received an average learner satisfaction rating of 90%” or “we received an average of 50 likes and 12 comments per course”)
  4. Learning (example: “90% of the learners who took the courses passed the end-of-course assessment”)
  5. Application (examples: “60% of those who went through the courses demonstrated improved skills / on-the-job performance” or, at a more specific course level “60% of those who went through the course on plant safety actually followed safety procedures while in the factory premises”)
  6. Results (example: “Safety incidents came down 8% in the three months following the rollout of the course”)

Click HERE to download your free copy of “The Ultimate Guide To Successful eLearning Implementation At The Workplace”.

 

Need help with implementing eLearning in your organization? Please get in touch with us at elearning@learnnovators.com.

Written by Srividya Kumar

(Co-Founder at Learnnovators)

_________________________________

(Visited 492 times, 1 visits today)

More To Explore

E-Learning

Why Humility is a Strength in Leadership

Great leadership isn’t about always having the right answers—it’s about building trust and earning respect. Humility is a powerful but often overlooked trait that strengthens relationships, encourages learning, and promotes teamwork. Humble leaders build credibility by valuing diverse perspectives, sharing credit, and owning their mistakes. By creating an environment where employees feel heard and empowered, they drive innovation and long-term success. Embracing humility doesn’t diminish authority; it enhances leadership effectiveness, making teams more engaged and organizations more resilient. In a world that values confidence, humility stands out as a true leadership superpower.

Develop and Retain Top Talent with Strategic L&D Initiatives
E-Learning

Develop and Retain Top Talent with Strategic L&D Initiatives

Attracting top talent is just the beginning — retaining and growing that talent takes strategy. This blog explores how a strong Learning and Development (L&D) approach can boost engagement, drive internal mobility, and build lasting loyalty. From cross-functional skill-building to leadership development, embedded learning, and meaningful recognition, the piece offers practical ways to turn L&D into a powerful tool for organizational growth. When development becomes part of the culture, people feel empowered to thrive — and your business reaps the rewards.

Overcoming_Common_Challenges_in_Digital_Learning_Implementation-Learnnovators1
E-Learning

Overcoming Common Challenges in Digital Learning Implementation

Implementing digital learning comes with its share of challenges, from employee resistance and lack of engagement to technical barriers and difficulties in measuring effectiveness. Overcoming these obstacles requires clear communication, interactive and gamified content, user-friendly platforms, and robust analytics. By proactively addressing these issues, organizations can create an engaging and accessible learning experience that drives real impact. Digital learning isn’t just about technology—it’s about fostering a culture of continuous growth and performance. This article explores common challenges and practical solutions to ensure a seamless transition to effective digital learning.

Strategies for Creating a Feedback-Driven Learning Environment - Learnnovators
E-Learning

Strategies for Creating a Feedback-Driven Learning Environment

A thriving workplace learning strategy hinges on continuous improvement, and at its core lies a culture of actionable feedback. Organizations that prioritize open communication, train leaders in effective feedback techniques, encourage peer-to-peer input, and leverage technology for real-time insights can create an environment where learning is dynamic and responsive. But feedback is only valuable when acted upon—closing the loop ensures trust and sustained engagement. By integrating these strategies, businesses can cultivate a feedback-driven learning culture that nurtures growth, innovation, and agility, ultimately empowering employees and strengthening organizational success.

Promoting Mental Health And Wellbeing - Learnnovators
E-Learning

Promoting Mental Health and Wellbeing Through L&D Initiatives

Mental health is fundamental to a thriving workplace, yet it often gets overlooked in favor of business priorities. Learning and Development (L&D) can play a pivotal role in creating a supportive environment where employees feel valued and empowered to manage their mental wellbeing. By normalizing mental health conversations, equipping managers with empathy-driven leadership skills, and integrating wellbeing practices into everyday learning, organizations can create a culture of resilience. Prioritizing mental health through L&D initiatives not only enhances employee engagement and trust but also drives long-term organizational success by ensuring a healthier, more motivated workforce.

How to Create Inclusive Learning Programs for Diverse Teams_Learnnovators
E-Learning

How to Create Inclusive Learning Programs for Diverse Teams

Creating truly inclusive learning programs means designing opportunities that empower every team member, regardless of background, abilities, or learning preferences. By offering flexible content formats, ensuring accessibility, and representing diverse voices, organizations can make learning more engaging and equitable. Encouraging open dialogue strengthens collaboration and understanding, while continuous feedback helps refine and adapt programs to evolving needs. Inclusion isn’t just about meeting requirements—it’s about creating a workplace where everyone feels valued and supported in their growth. This post explores key strategies to build learning experiences that drive meaningful impact across diverse teams.

REQUEST DEMO