DEVELOPING

EFFECTIVE
ONLINE
LEARNING
PRESENTED BY
VISHWA HARI S &
SPURJUN
 NEED
ASSESSMENT
 Needs assessment includes getting management to support online learning.
 The information technology department needs to be involved in the design of any web-
based program to ensure that the technology capabilities of the company network are
understood, to guarantee that trainees can get access to the browsers and connections
that they need to participate in e-learning and use all of the tools (e.g., e-mail, chat
rooms, hyperlinks) that may accompany it.
 To get technical support when needed.
 The needs assessment process for web-based training or any other type of online
learning should include a technology assessment (as part of the organizational analysis)
and an assessment of the skills that users need for online training (person analysis).
 This should include a technical analysis focused on identifying minimum computing
requirements (bandwidth, memory, hard drive space, software, processing speed).
 BANDWIDTH
Bandwidth refers to the number of bytes and bits (information) that can travel between
computers per second.
Graphics, photos, animation, and video in courses can be slow to download and can "crash"
be system.
Online learning courses should be designed for the available bandwidth on the company's
system.
Bandwidth can be increased by upgrading access speed on the users' computers, buying
and installing faster servers and switches (computer hardware) on the company's network,
or encouraging trainees to access the web when demand is not high.
 CREATING A POSITIVE ONLINE LEARNING
 Rapid prototyping refers to an iterative process in which initial design ideas are proposed

EXPERIENCE
and provided in rough form in an online working prototype that is reviewed and refined by
design team members and key learning stakeholders.
 Repurposing refers to directly translating an instructor-led, face-to-face training program
to an online format.
 Effective online learning uses video, sound, text and graphics to hold learners' attention.
Effective online learning provides trainees with meaningful content related to realistic on-
the-job activities, relevant examples, and the ability to apply content to work problems
and issues.
 Also, trainees have opportunities to practice and receive feedback through the use of
problems, exercises, assignment & test.
 CREATING A POSITIVE ONLINE LEARNING
 To ensure that materials are not confusing or overwhelming to the learner, online learning

EXPERIENCE
content needs to be properly arranged.
 An orientation to the new program should be provided to learners to explain how to learn
online, how to get help, and how to interact with peers, trainers, and facilitators.
 Participants should be provided with an overview of the course or program and success
factors for completion.
 After an e-learning program is implemented, the focus should shift to on how to best
distribute, maintain, update and improve it.
 Evaluation still involves collecting some combination of reaction, learning, behavior, and
results outcomes, including an emphasis on questions related to the number and quality
of the interactive exercises and multimedia and the ease of use of the navigation tools.
 CREATING A POSITIVE ONLINE LEARNING
 Materials in online learning need to be organized in small, meaningful modules of
information. EXPERIENCE
 Each module should relate to one idea or concept. The modules should be connected in
a way that encourages the learner to be actively involved in learning. Active involvement
may include asking trainees to find resources on the Internet, try quizzes or games,
choose between alternative actions, or compare what they know to the knowledge of an
expert or model.
 Trainees can choose to skip over material that they are familiar with or that they are
competent in, based on a test of the content, or they can return to modules they need
more practice in.
 LEARNER CONTROL

 Learner control refers to giving trainees the option to learn actively though self – pacing,
exercises, exploring links to other material, and conversations with other trainees &
experts.
 Learner control does not ensue that trainees will use all the features provided by online
learning (eg practice exercises).
 Trainees should have access to instructions on how to use learner control tools, or else
tools or else difficulty using them will take away from time and attention that they can
devote to learning.
 Companies must hold communicate the importance and meaningfulness of the training
for employees' job & must hold employees accountable for completing training.
 Several recommendations for maximizing the benefits
of learner control
 Training programs not allow trainees to control the amount of feedback practice they
receive because they may rely too much on the feedback, reducing long term retention of
the training material.
 The program should offer practices on each topic repeatedly throughout the program so
that the trainees will not forget topics they have already completed.
 The program should provide practice to the trainees using different examples to help the
transfer of training content (skills or knowledge) not only to the full range of situations that
trainees may encounter on the job, but also to unexpected situation.
 Trainees should be allowed to control the sequence in which they receive instruction but
not able to skip practice. prompting self regulation improves performance in online
training.
 Several recommendations for maximizing the benefits
of learner control
 Self regulation refers to the learner’s involvement with the training material &
assessing their progress towards learning.
 Online prompts asking trainees to recall key points or to set goals to help them
use & remember the content after the course will help trainees remember the key
principles/ objectives presented in training & how to apply their knowledge & skills.
 PROVIDE TIME & SPACE FOR ONLINE
 Companies need to ensure that employees are given time and space for e-learning to occur.
LEARNING
 That is, employees need dedicated time, protected from work tasks, for learning to occur.
 Employees need to understand why they should attend e-learning and the benefits they will
receive so enhance their motivation to learn.
 Accurate communications about the content and types of learning activities in e-learning
courses need to be provided to employees.
 Managers need to give employees time in their schedules, and employees need to schedule
"training time" to complete training and avoid interruptions that can interfere with learning.
 PROVIDE TIME & SPACE FOR ONLINE
 Some companies are setting up learning labs for online learning to occur without the
distractions of the workplace LEARNING
 “Chunking" or using one- to two-hour training modules, helps trainees learn and retain more
than they might in a standard full-day or half-day training class.
 Trainees can devote one to two hours to a learning session from their office and then return to
their work responsibilities.
 Technology for Collaboration and Linking

 Learning often occurs as a result of interaction or sharing between

employees.
 Employees learn by informal, unstructured contact with experts and peers.
 Linking includes the use of hyperlinks
 Hyperlink are links that allow a trainee to access other websites that include
printed material as well as communications links to expert, trainers and other
learners.
 Technology for Collaboration and Linking

 Collaborative learning tool such as chat rooms, discussion boards, or social

media facilitates interaction.
 MASSIVE OPEN ONLINE COURSES

MOOC’S
 It refers to learning to learning that is designed to enroll large number of learners, it
is free & accessible to anyone with an internet connection (open),it takes place
online using videos of lecture, interactive coursework including discussion groups
and online and it has specific start & completion dates, quizzes and assessment
and exams.
 Companies are starting to work with the MOOC providers to design custom courses
or to create their own MOOC’s that can help them meet their skill needs.
ADVANTAGES MOOC’S
 Low cost
 Accessibility
 Wide range of topics

DISADVANTAGES MOOC’S
 Among those who enroll in MOOCs, their interaction with the course tends to drop
off after the first two weeks of the course; course completion rates are low (10 to 20
percent)
 Most students who complete the courses don't take the credential exam.
Thank You