While I’ve been talking about how it took a pandemic to truly begin to show companies that remote working is a viable option for many, I’m starting to see that it also applies to online learning. In light of the spreading virus, many university and college campuses are closing down and switching over to online classes. As a result, it seems like the ripe time for online learning–especially m-learning–to be put to the test (as if it hadn’t been already) in the same way that remote working is being put to the test.
If you look to very early entries on this blog, you’ll see that there are a LOT of articles that I’ve written in the past in favor of online learning. I don’t remember the exact statistic off the top of my head as I write this, but I remember reading that there are more active smartphones in the world than there are people, and those in third-world countries are more likely to have a mobile or smartphone than a computer and adopt mobile learning (also known as m-learning) than other places.
What prompted this post was that I was reading social media posts and responses of parents who are skeptical or worried about their children’s education having to switch online (especially college students) for the rest of the semester. As someone who has done all of her graduate credentials (three graduate certificates and a master’s degree) online from “brick and mortar” schools in the last ten years, and having taught two graduate classes online for a “brick and mortar” university, I can tell you that students will only lose out if the professor teaching doesn’t put a little bit of time into what they post on online courses.
If a professor has got a good foundation for the curriculum, it will be easy to follow. Assignments will still be due and graded, and online forums, chat groups, etc. will be MORE important. It’s a matter of how well laid-out the course is in a learning management system (LMS) and how strong the curriculum is. It’s also a matter of how well students and instructors choose to communicate. Short of being in person, it’s important to utilize all online means possible to ask questions and discuss in order to continue the learning process. To be honest, this kind of communication, in fact, is actually good training for the real world. We can’t always be in face-to-face contact with clients or co-workers globally, and using conference calls, online forums, chat groups, instant messaging, and email are all par for the course (no pun intended). This is the norm! Getting used to this not only helps to keep their education going, but it also prepares them for the “real world” and expanding their communications skills.
I’ve been a huge advocate for online learning for at least a decade now. It can be done, and like anything else, it’s a matter for the student to be dedicated towards reading the syllabus and assignments carefully, following instructions, and putting the same amount of effort in, if not more. The success of the course lays on how the course information and lines of communication are kept open by the instructor. It’s an adjustment for those who are not used to doing things this way, but it’s been a feasible way of doing things for more than a decade, and now, more learning is being forced into seeing this as a viable option out of necessity.
What are your thoughts? Include your comments below.
Thanks to Phylise Banner, Jennifer Hofmann, and InSync Training for the opportunity to write this article for InSync Training’s blog, Body Language in the Bandwidth.
I based this article on the many years I’ve been writing here on TechCommGeekMom and other blogs I’ve written over time. I hope there’s helpful information for you here! It’s a quick read, and I enjoyed writing it.
Good listener. People person. Lifelong learner. Sound like you? No, we’re not trying to arrange a first date. These are some common traits of people with successful careers in a booming job market: instructional design. Colleges, K-12 schools and companies increasingly turn to instructio
I wish I had seen this article several years ago. Getting into Instructional Design isn’t easy if you don’t have a degree in it, but you still have a lot of the foundational background to break into the field. Some just “fall” into the field, but I have yet to see a job listing for an entry-level instructional designer in the last five years. Even so, this article will let you know some basics about what it takes to be an instructional designer.
Do you agree with the article’s assessment? Include your comments below.
Thanks to Ken Ronkowitz for posting this on Facebook. When I read this, I thought it did explain a lot of tools that are needed, and where there are gaps. One of my first blog posts here on TechCommGeekMom was about how I didn’t have access to the tools to put to practice much of what I had learned on a foundational basis. Between experience and education, I had most of the abstract tools needed to become an instructional designer, but evidently not enough of the physical tools described (although I had most of them). The other problem, which I’ve mentioned many times before is that even getting all or most of these skills in takes time, and even once you have them, there’s no such thing as an entry-level instructional designer position. Believe me, I looked for four or five years and gave up. It’s not that what is being outlined here is unreasonable, but gaining the knowledge outlined here still takes a lot of time and effort that yes, a certificate isn’t going to necessarily teach you.
I’ve recently taken on a new “adventure” working for a large pharmaceutical company. Now, I’ve worked for pharmaceutical companies before, but it’s been more than 20 years since my last job in the industry. One of the things I’ve been getting bombarded with in the past few weeks is that I have to do a lot of compliance training. This is not the first time I’ve had to do compliance training.
In the last two full-time positions I held, I had to do compliance training in the finance and chemical safety fields, even though my position had nothing to do with the everyday responsibilities of creating and handling chemicals, or handling financial transactions of any kind. But, because of strict regulatory rules on the international, federal, and state levels, I have to do this training. It’s the same with the pharmaceutical field, since that’s yet another highly regulated field.
Now, I will say this much–because of the work that I’ve been hired to do, there actually were several pieces of the compliance courses that applied to me, so that was fine. No matter where you go, especially if you work for a very large corporation, whether you are an employee or contingent worker/consultant (which I always am the latter), you still have to take all these compliance courses regardless of your position in the company to comply with all these regulatory groups. It’s just par for the course.
The information is usually incredibly dry, boring, and lifeless information–at least for me. It’s usually just a course that covers various policies, and you have to pass some sort of quiz to “certify” and help the company be in compliance with these regulatory rules. The courses are usually (but not always, as I’ll explain in a moment) a flat narrative that’s done in Captivate or Articulate, with small little quizzes in between to help you review and retain the information for the final test at the end. Considering that the information is usually so boring, and you may have several hours of it ahead, I usually don’t mind this training because usually there’s a narrator reading the information while showing some images relating to the topic, and it makes it easier for me to remember so I can pass the test.
After having already done four hours of compliance training and passing the test with a 97% (I missed one question) during my first week, I was given additional training that had to be done in the next few days. Of the nine courses I was given to do, only one was an Articulate course (I know it was because the server name in the URL said “articulate.com” in it), and that one made sense, and definitely applied to me.
However, the other eight courses I was given weren’t really courses at all. Since these “courses” were all handled on an LMS (learning management system), I thought I’d be jumping into legitimate courses. I was sadly mistaken. Each of these “courses” was simply the SOP (standard of procedure) policy document that I was expected to read in depth. All these documents were not written in plain English in a user-friendly format. They all were in legal-ese or pharma-talk–or both. This made the process of reading them a little harder for me to digest. Additionally, while there were only two or three documents that were less than ten pages, most were well over twenty pages–even over thirty pages for one or two of the documents. Some documents had a summary at the end, to which I thought, “Why didn’t they just show this at the beginning of the document? Then the rest of it would’ve made sense!” But most did not. With all of these eight documents, there wasn’t any kind of assessment to see if I understood the material. I just had to provide an electronic signature at the end that I read the material.
While I did my best to diligently read the material, it was much worse than dealing with the boring interactive courses. And other than me signing something electronically to say that I had, indeed, read the material, there was no way for the company to know if I understood it. Much of this could’ve easily been short Captivate/Articulate courses that would have not only made the information a tiny bit more interesting, but also there could be a way to assess that there was some semblance of comprehension.
Somewhere along the line, I had read later that in some instances, companies are in compliance as long as they have a policy and that each worker has read the policy and signed off that they read the policy. That sounds easy enough–read the material, and sign that you read it, and you’re done. But is that right?
I thought about this a lot after I finished this second round of compliance training, because reading almost 130 pages of technical jibberish on mostly common sense policies wore me out. I also felt that something was terribly wrong about this procedure. I might not have ended up doing instructional design as I originally set out to do when I started in tech comm (see early posts of TechCommGeekMom), but there were circumstances that bothered me about training employees this way, especially if they had to adhere to regulatory compliance training.
The first thing that came to my head was that as bothersome and boring as they were (sorry, instructional designers), the interactive courses were better. Students could see examples more clearly from images, for example. Or, in my case, seeing images, reading words, and hearing a voice read the technical gobbledygook connected with me better than reading pages and pages and pages of long-winded text. I partially blame my own abilities to learn this way because of my own learning disabilities, but at the same time–am I alone? I’m sure there are some out there who would rather read lots of text to understand information, but I have found that adding multimedia has always made a difference in learning.
I started to wonder if I was an anomaly in finding that I learn better this way. I know there are entire books, courses, and university degrees dedicated to this topic–what’s the best way to teach an adult? Is it any different than teaching a child or youth? Is reading text better than e-learning instances? Is reading text better than having an interactive, multimedia experience? In the case of the documents, I found that I was easily bored by the material to the point that I was more easily distracted, making me only skim the pages rather than read them in great detail after a while–especially with the thirty-page documents. It’s good that the company has policies on specific topics that are available for employees to read, but can employees easily relate to the policy information? How can we ensure that? Is just having them read the policy enough?
To say the least, I was rather disappointed with this method of training of reading text and electronically signing that I completed the reading. My own studies in e-learning made me realize how we are lucky to live in an age where we can make use of voice, images, video, and other multimedia tools that can help enhance the learning process, and in effect, allow learners to better retain the information by making it more relatable–even the boring, compliance information. I’ll bet that I still retain some of the information about financial transaction handling and chemical safety in the inner recesses of my brain because of interactive training. I remember much of what I just learned about drug safety and marketing compliance from my initial training. But what was in those documents. Don’t remember. Not a clue. I think much of it was the same as the stuff in the original compliance training, which also made me question why I had to do it again when I passed that original training. But was reading text and signing effective training? No. Did it fulfill compliance rules? Yes.
Whether it’s this company I’m at, or other companies, having workers understand regulatory compliance policies is important. They are procedures that keep us safe physically and ethically to ensure the best standards for all. So why not take the time to ensure that ALL policies that you feel are important are delivered in a way that helps to insure that employees understand ALL the information? That just seems like common sense to me.
What do you think? What are your experiences with these types of corporate or compliance training? What kind of learning worked best for you? Should companies put a good effort to make all the learning more learning-accessible? Add your comments below!