You want to invest in staff development. How do you choose the best online courses?

When choosing courses for staff development, it's important to consider the specific needs of your team and the goals of the organization. Begin by conducting a thorough analysis of the skills and competencies your staff currently possess and compare them to the skills required for their roles and the organization's objectives. Explore reputable online learning platforms that offer a variety of courses relevant to your team's needs. Create customized learning paths for different roles within your organization. Tailor the courses to meet the specific requirements of various teams or departments. Flexibility, accessibility, and the ability to apply learned skills to real-world scenarios should be key considerations.

Gone are the days when you can buy an online learning subscription and expect employees to use them at their own time to drive self directed learning. The extent of usage of these online learning content and the extent that companies have gotten a strong ROI from them has been patchy at best. In order to ensure the ROI from online learning organizations have to be intentional. Either as part of a curated learning journey with clear development outcomes or online learning supported by practice labs where the learned skills are put into practice and debriefed either through group coaching, simulations, role plays or case study discussions with clear outcomes measurement.

Sempre me perguntam qual a melhor maneira de atingir excelência nos resultados através das pessoas. Como motivá-las a continuar perseguindo os resultados que a empresa precisa sem que os problemas do dia a dia interfiram nessa jornada. Para mim, existem muitos meios e maneiras de atingir resultados. Sejam eles momentaneos e de curta dura??o (voo de galinha) ou duradouros. A forma que vc lidera sua equipe vai ditar onde essa equipe pode chegar. Quando os liderados percebem que todos s?o tratados igualitariamente, encerram-se as disputas internas e o business flui de uma forma onde todos entendam que quando um vencer todos vencer?o e vice-versa. Tenham objetivos, métricas claras e pessoas que compartilham do seu mesmo ideal.

The first thing I would do would be to ask the staff member. As Jin Lee Teo implied in another reply, online learning is not the best answer for many staff members. They may prefer the interaction and energy of a Face-to-face (or possibly virtual) program where they can network, interact and learn from other participants, as well as discuss how the learning can apply to their real-work situation. An online learning package may be economical, but it may not be the best value.

To be fully engaged, employees must see the development program as something you are doing for and with them, not to them. Talk with them about which challenge areas they would like to work on. They will put more energy working on things they want to improve. And be a part of their learning. If not approached right, even the best program will have minimal results.

It is important to identify content and a platform that is inclusive, engaging and relevant. All of these factors will communicate to the audience that it carefully vetted with consideration to them and their learning goals.

After pinpointing the skill gap, assess credible platforms, as the internet is flooded with information and numerous institutes offering similar courses. When investing time and effort in skill development, ensure not only personal improvement but also industry recognition of those acquired skills.

Once your organizational objectives have been delineated, it becomes imperative to meticulously evaluate the array of online courses available. Aligning these courses with your identified goals ensures relevance and efficacy in addressing your specific needs. Scrutinizing the content for quality and credibility is paramount. This involves a thorough examination of the credentials and experience of the course instructors or creators. Assessing the currency and accuracy of the content is equally crucial. Furthermore, gauging the level of interactivity and engagement within the course materials is essential for optimizing learning outcomes.

Investiga a fondo. No todos los cursos son iguales, así que analiza el contenido para asegurarte de que se ajuste a tus expectativas. - Revisión de Contenidos: Examina temarios y módulos. - Material de Apoyo: Asegúrate de que haya recursos adicionales. - Actualización Continua: Verifica si el contenido se mantiene relevante.

Be sure content is also easy to access and that users can easily find what they are looking for. We had a platform that was so hard to navigate. A course may have multiple parts and it was difficult to find the next part in the platform. The result is that users stopped trying.

Committing to a planning strategy that assesses a true gap analysis based on a current and future skills assessment by needs of the employees and the future of technology within organizations is vital for employee motivation. Employees desire to grow personally and professionally. Employees thrive by seeing the value they bring to the bottom line. Giving them the resources and tools to drive results and success ignites initiative and will resultantly plummet the organization organically to sustain positive achievements among their employees.

Using a learning cluster model where learners can attend and/or access the learning that meets them where they are increases engagement and success rates. We have found having on-demand resources mixed with facilitated learning gives an enhanced user experience. As we see some teams returning in-person, some are tempted to hold hybrid learnings by simply adding the remote attendees on a side screen. It's important to have engagement built in and make sure your technology doesn't leave remote attendees feeling alienated.

Accessible learning in bite-sized, on-the-go formats is crucial. The ability to learn and assess knowledge simultaneously is essential, with learning experiences now designed to be as engaging as entertainment.

La flexibilidad es clave. Elige cursos con formatos que se adapten a tu estilo de aprendizaje y a tu agenda. - Aprendizaje Asincrónico: Acceso a tu propio ritmo. Plataformas Interactivas: Participación activa en comunidades. - Webinars y Sesiones en Vivo: Interacción en tiempo real.

I would pick popular courses from LinkedIn learning or Coursera . They have clean interfaces. Once completed you can go back and review content.

Pure online formats only provide a limited outcome scope. Therefore, defining the goal in the first place is so crucial. Once the goal is set, it’s clear what to measure against. And depending on the goal, you might want to consider to evaluate short-and long-term implications. Let me give you an example: if your goal is “inform / provide clarity”, you can do a short quiz at the end of the training. If your goal is “educate”, you would do a more extensive exam at the end and combine it with a recap quiz after some weeks. If you want to change behavior, you would define KPIs upfront which will show the change and measure against them after a certain period. In summary, outcome is related to proper goal-setting in the beginning.

Busca pruebas tangibles de éxito. Investigar los resultados de cursos anteriores te dará una idea de su efectividad. - Estadísticas de éxito: Tasas de finalización y satisfacción. - Testimonios y Rese?as: Experiencias de otros profesionales. - Reconocimientos del Sector: Validación externa del programa.

Give people clarity on what they will have learned at the end of the program and how it affects their career path. The clearer you make the benefit statement, the more likely the participants to have an interest in the program.

Choose courses aligned to identified knowledge and skills gaps, The flexibility in terms of time considering they will juggle learning, family and working and the credibility of the Course provider.

In my experience you want to first define your goals and then find online courses that align with those goals. This will help staff to improve and reach their goals. Selecting online courses from credible companies that provide certification is best. Several courses with shorter duration are preferable to long single courses.

Feedback is always important! Both formal and informal feedback allows you to course-correct at the moment. Platforms will have some feedback loops built in. However, nothing substitutes a well-developed organizational structure that has regular check-ins with direct reports and supervisors to continually collect and evaluate feedback.

Always ask staff to weigh in on the development that they want or feel is critical to meeting the organizational objectives. Nobody wants to sit through a training that doesn’t feel relevant.

Defining staff development based on the needs of the staff is very critical. They have to be motivated or want to learn a new skill or technique. Intrinsic motivation always outweighs extrinsic motivation.

There are myriad number of choices to improve staff development, and an excellent way to validate choices could be to seek feedback. This feedback could stem from staff and other key stakeholders. With the availability of several online learning platforms such as MOOC, TES among a plethora of others, PD leaders can quickly collaborate on recommendations to shift through the rubble. What are your experiences in getting value for your buck?

La voz de otros importa. Investiga la reputación del curso a través de la retroalimentación de participantes anteriores. - Redes Profesionales: Consulta opiniones en grupos. - Conexiones Personales: Pregunta a colegas de confianza. - Revisión de Plataformas: Examinar comentarios en la plataforma.

Using the ADDIE model, I redesigned a course for new supervisors that had 192 hours of contact time worth 11 college credits. The course covered various topics and skills that were essential for preparing Airmen for first time new people leadership roles. I validated and improved my choices by getting feedback from different sources, such as the instructors at our 72 schools, other organization stakeholders, and professionals. I used this feedback to adjust and evaluate the course, aiming to create courses that met the learning objectives of my staff and received positive reviews and ratings. So I recommend using ADDIE model.

I also look for courses rich with real world scenarios and exercises that activate the learnings. Information is rampant, applicable knowledge is transformative.

Continuous learning is key; stagnation occurs without it, leading to a diminishing shelf life. Embrace ongoing learning to stay relevant and vibrant in your professional journey.

We use a combination of online platforms. All employees are given a LinkedIn Learning account. Currently we are also working with Relias. Both platforms allow the use of short video courses. They can be full courses or we can assign single videos from a course and create a career path. Also both let us know when content is updated. Then our trauma response Network uses 7tap to create short flashcards to use as a refresher. All three have the potential to use quizzes to check knowledge retention.

El desarrollo es continuo. Elige cursos que te impulsen a seguir creciendo después de la finalización. - Acceso a Recursos Continuos: Bibliotecas y materiales adicionales. - Actualización Periódica: Cursos que se adaptan a las tendencias. - Certificaciones Complementarias: Amplía tus habilidades con cursos adicionales.

Ich denke es ist wichtig darauf zu achten nicht nur ein Sammelsurium an Online Material aneinander zu reihen sondern das Lernziel zu analysieren und es an einer Lernarchitektur aufzubauen, die je nach Ziel gekonnt Module miteinander verknüpft.

Harness the power of your excellent people. Talk with them about the goals and the intent of your organisation, as well as their role within it. Invite them to spend a few hours conducting desktop research, talking with colleagues and following up references, then see what ideas they come up with for the most useful courses and learning experiences they could use.

Para elegir un buen curso on line te recomiendo lo siguiente antes que nada: 1.- Conoce quién es el profesor. 2.- Investiga su manera de transmitir. 3.- Mira que puedas tener interacción directa con él. 4.- Pide que te diga cuál era el propósito de ese curso. 5.- Evalúa si se parece a tu propósito u objetivos.

I believe that the best professional development courses will always stem from reputable institutions and people who have honed in their craft. After surveying needs of staff, the next step is to research the options that could potentially match the needs of the staff. Be sure that the PD chosen aligns with organisation’s goal. Investing in high quality PD is an investment in growth-growth of staff, which will result in growth in productivity.

Always looking for something other than "courses." The "course" was launched in the 17th century yet is still the prevailing delivery and marketing method in the 21st century. I rely on Learning Layouts for professional learning that integrate social and professional learning experiences in F2F, virtual, and blended learning settings.