- Is it the presentation?
- Is it the assessment?
- Is it the feedback?
- Is it the follow up training?
- Is it the ability to request courses?
There are a number of factors to take into consideration when creating quality learning management practices. Presentation is one of them.
A clean and easily understandable presentation is a must. Keep long text to a minimum and use images that are not overpowering. Videos can be embedded into presentations to keep the learners’ attention and ensure varying delivery methods are utilised. Voice-overs are another medium used to combine both visual and audio. You can even add your own voice-over content in house to add a personal touch to the learning experience. The combination of these two mediums results in a more interactive presentation and the learners absorbing more information.
An assessment is vital to gauge learner understanding. Distribution of a presentation needs to be more than simply the learner mindlessly clicking through pages and pages of a presentation. Assessments are best placed throughout the slides, not just at the end. Assessment questions should be based on a mix of the information from the presentations.
For more information see Why use interactive assessments over multiple choice.
Feedback is vital in any learning scenario. Feedback to management and supervisors provides scores, times, results and issues from the learners. The feedback can be used to identify gaps in training and ensure learner understanding of information presented.
Follow up training.
Follow-up training requires an effective feedback loop. The follow-up training can be in the form of learning management courses with more detail and explanation. Alternatively, the follow-up could be face to face depending on the topic. Keeping in mind that all learners learn differently, most information can be presented online. However, sometimes a learner might need to be demonstrated in a real life scenario. If this happens regularly, the team at Central Compliance will happily view your learning courses and make valuable suggestions in order to capture the understanding of all learners within the Central Compliance system.
By allowing learners to request a course it gives an indication of interest from the team to management. This allows management to schedule courses for those learners who are particularly interested in a certain area of training. Management can then approve/deny the request based on the course relevancy to the learner’s position within the company.
Our experience leads us to believe a combination of the above points result in quality learning management for both employers and employees.