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6 Tips to Transition From Conventional Learning to Online Learning
COVID – 19 isn’t just a normal and usual commotion and interference rather it’s a global pandemic having lifetime consequences on everything from regular lifestyle to institutes to businesses. One of the major changes in education is the shift of conventional learning to online learning. Therefore, it’s important that the situation is addressed not just only with caution but also strategically as this pandemic is here to stay and we have to move ahead with our lives.
Transition From Conventional Learning to Online Learning
Amidst the COVID – 19 pandemic, online training and courses have gained a lot of popularity as the majority of the institutes and businesses moved their operations online. However, a majority of the people intentionally try to avoid online learning probably because of the prevailing misconception about online learning. But also at the same time, traditional classrooms are now struggling with retaining the learners and are adopting newer means to keep the interests of the learners.
Just as the coin only has two sides, similarly, there would be individuals who prefer online learning and there would be those who would find the conventional form of learning more appropriate.
Now here is the journey of conventional learning to online learning:
Conventional learning is not only interactive but also motivational. It allows the learners and instructors to effectively communicate with each other as well as the learners get the opportunity to get to know each very thoroughly. In conventional learning, any queries or questions by the learner are directly and immediately resolved and answered by the instructor.
In a classroom environment, the instructors are able to evaluate the learners’ strengths and weaknesses more thoroughly, becoming their mentors to guide them to the best of the career possibilities.
Also in a classroom learning method, the learners are able to get over their fear of taking exams as the teaching method, approach and study material is designed to train the learner on how to attempt an exam successfully.
Hence, conventional learning systems are best for young toddlers, children and teenagers as regular classes help them in building and enhancing their mental and physical skills by interacting with several different like-minded people and become disciplined as they get a scheduled routine to follow.
Whereas, an online learning system is designed for learners who are mature and are working in the industry while simultaneously updating their qualifications and certifications for better job and career opportunities. For such learners, online learning is the best means as it enables them to attend courses and classes remotely either from the comfort of their home or workplace etc.
In online learning, the chances of one on one teacher-student interaction are seldom due to impersonal communication and instead students may find it difficult to get their queries and questions resolved and answered.
Therefore, at times online educational institutes and learning platforms such as Colaraz have their Learning Management Systems that allows the students to easily communicate with the teacher in real-time.
How to Undertake the Transition of Conventional Learning to Online Learning?
Students and professionals can make the transition from conventional learning to online learning in a swift manner by following a strict routine. In online learning methods, students can manage their classes and keep themselves motivated by keeping themselves well organized.
No doubt the workload can get a bit overwhelming with the job responsibilities, daily assignments and exam preparations. Hence, by maintaining and following a daily schedule the workload can be made less devastating.
Related: How does a learning management system work?
6 Tips for Better Transition from Conventional Learning to Online Learning
Online learning and training are efficient only if the employees are interested in and responsive to online training and learning experience. No matter how much of an investment is done on the designing, development and implementation of online training and learning courses, if the employees are not motivated about the online courses and are not engaging on those courses then there is no substantial return of your investment.
Here are 6 tips that you can use for better employee online learning experience.
Read more: Learning management system: Game changer to eLearning
Carry out a Detailed Analysis of Employee Needs
To create courses that employees find engaging and are responsive to, it’s important that you conduct a detailed analysis of employee needs and then design your courses according to that so that the courses get the attention and interest of the employees so they efficiently engage and respond during the online training and learning sessions.
Design the Course Format
When carrying out a detailed analysis of employee needs, also determine how each and every employee prefers to study as some individuals prefer synchronous course format easier to learn from while the others find asynchronous course format interactive and easier to learn.
Asynchronous course format allows the student to take up the courses according to their own schedules. All the learning material, lectures, assignments and quizzes are provided by the course instructor on the learning management system and can be accessed by the students from anywhere and anytime. However, students are given a time frame usually a week’s time to complete and submit their assignments and quizzes and then connect with the instructor once or twice within a week. The short asynchronous course format allows students to take the sessions or classes according to their time preferences and availability.
Whereas synchronous course format is that in which the teacher and students connect online at the same time where all the lectures, assignments, discussions and presentations are conducted and students are required to participate in the sessions. The synchronous course format is almost similar to conventional learning methods as it involves teacher student interaction but the only difference is that the communication takes place online rather than in real time.
Design the Course Outline
Design an attractive and interesting course outline of your online training and learning courses so that it builds the interest of employees in the online training and learning course. Make sure that the courses are designed in a way that includes the topics that the employees have never studied and utilized the skills that the employees currently lack. This way the course outline will develop the interest of the employee in the online learning and training sessions.
Develop the Curriculum in Detail
For creating and designing the detailed curriculum that is engaging and interactive, make sure that you arrange your learning material in a cohesive manner. While developing the curriculum keep in mind to gradually increase the difficulty level of the course so that the employee doesn’t lose interest from the online training session.
Test Run the Course
After you have designed and developed the online training and learning course, take the course for a test run. Beta test the course with a few employees of the same target audience group. Create the same scenarios and circumstances and then determine what confusions or problems arise. This way you can make the course way more interactive and educative.
Design the Quizzes and Assessment Format
Training and learning sessions aren’t one and done experiences as organizations are constantly evolving and improving. Therefore design your quizzes and assessments on a format that serves the purpose of utilizing skills and knowledge gained by the employees throughout the training program. Hence it’s important that the quizzes and assessments that are included in the courses are reviewed and revised twice in a year for increasing the accuracy.
