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Will allow you to better assess how the course fits into the overall training program for a specific job category, how it meets a stated business goal, how to market the completed course, how to develop the course with the most accurate content so as to meet the learning styles of the potential participants, and how to take into consideration the technology capacity of those participants. David Mark Maryland Dept. Health & Mental Hygiene #152: Easy Does It Ease of use is critical -- intuitive, no downloads, etc.

Know what you can cut out if you get behind; stick to the script as you have little room for stories or unrelated musings; and take notes of which participants are involved so you can call on any that aren't speaking up. Pheew! Carmela Southers Ken Blanchard Companies #279: Communicate & Reward, Reward & Communicate A comprehensive communications plan should be in place to assist in the cultural change needed to move employees on-line. Incentives and rewards should be a part of this plan as encouragement to move to on-line learning.

Ed Timmons AT&T #227: Interesting, Fast Moving And Fun To make our e-Learning program successful, we tighten content to just what is needed, insert interesting and interactive exercises in strategic places, and end with a comprehensive game with a timer. Our employees like to beat the clock in answering the game questions. Ann Busby #228: Design The Activity In The Context Of The Learner Simulate the task in the job setting, provide tools they would have available to them, have them walk through what they would actually be doing and provide online help or coaching to enable them to be successful performing the task.

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701 Learning TIPS


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