How do you manage your time and resources in e-learning and instructional design projects?

Defining the scope and goals needs to happen before you ever choose the method for training. The goals have a way of helping steer you in the right direction regarding method. Starting the project by saying, "We're going to do an e-learning..." is a bit backwards. The method should support the goal, not the other way around.

Setting the objectives and outcomes should be first essential step of designing an e-learning module. In the beginning itself, we are supposed to communicate that what the learner will achieve or able to understand after the completion of the project. Another crucial factor is measurability of success of your e-learning project. We can use quizzes, polls, pre & post questionnaires, and assessments to check the impact of your project on learners and how much it has increased their learning or knowledge.

The most crucial element should be to keep the content of your e-learning project: ~ Engaging enough to keep the learners hooked ~ Add more value to their already existing knowledge base ~Media should not be distracting, instead should be supportive for your content ~Making your project learner-centric should be the key objective

Developing a compelling learning solution involves careful content creation and platform selection, along with rigorous quality assurance. Utilizing authoring tools and a robust Learning Management System (LMS) enables interactive content delivery, while HTML5 ensures responsive design. Ensuring quality involves usability and technical testing, along with accessibility checks. Feedback collection through beta testing and surveys, coupled with analytics, drives iterative improvements. This process, supported by collaboration with experts and a commitment to ongoing learning about e-learning trends, ensures the creation of a dynamic, effective learning product tailored to meet learners' evolving needs.

Donald Kirkpatrick's model is a most effective and widely accepted tool for evaluating & analyzing the results of training or learning programs, which consists of 4 levels: 1. Reaction- Measures how learners reacts to the learning program. If they are satisfied or no. 2. Learning- Analyzes if they have truly understood the learning. If there is any visible increase in knowledge, skill or learning 3. Behavior- Checks if they are utilizing in their workplace what they have learned. 4. Result- Determines if the learning has positively impacted the individual or the organization By adopting to Kirkpatrick's model, we can easily evaluate the overall effectiveness of our learning project.

Kevin M. Yates described three categories that may be derived from Kirkpatrick’s 4L model: 1. Operational Efficiency: Measuring the extent of consumption of learning solutions using surveys, and engagement metrics. 2. Learning Effectiveness: Assessing the extent to which learning results in incremental knowledge using exams, 360-degree, and simulations. 3. Business and Performance Outcome: Measuring the actual impact of learning on business goals such as increased retention rates. Conducting a Cost-Benefit Analysis can be useful in this regard. Whether collecting data on learning resource utilization, employee performance, or business metrics, leveraging technology, such as PowerBI, can aid in analyzing and illustrating the impact story.

Ok - e learning is fascinating in it’s accessibility… yet almost too vast (lot’s of incorrect information out there). The key is GREAT presenters & (correct) information. You have to know this topic so well/as the owner - you know this.