By:
Marilyn Schenk 
The invention of many new technologies has changed the way employees work, organisations function, and even how people think. The demands have changed drastically for consumers & providers and continue to vary and increase; as a result, off-the-shelf courses no longer fit training needs.
On the other hand, custom e-learning development is a strong fit because the organisation can own the content, update it easily, keep it role-focused, and personalise it for employees.
Nearly 39% of workers' current skills will no longer be of use by the year 2030, and more than 75% of skill requirements have changed over the past three years, as per Training Orchestra.
When custom e learning development is done right with a capable learning provider that has experience in the industry and a successful track record, most of the issues are resolved right there.
The process of developing custom eLearning solutions starts from scratch to match the training requirements of the workforce. The content is designed specifically around the organisation's roles, workflows, systems, compliance needs, and real-life situations employees actually face. This process involves instructional designers who translate knowledge, content developers who build interactive elements, and subject matter experts who contribute real-world knowledge for digital programs.
Personalized programs are differentiated from off-the-shelf generic courses in that custom content is owned by the organisation, and it is more specific. On the other hand, generic programs are licensed. Hence, learners cannot make any changes.
To answer this question, you will have to dig deeper into what issues off-the-shelf programs failed to solve. It's about the difference between options and what learners need. Generic content is designed for broad application, covering topics, not jobs, and teaches about existing principles, not how to make decisions.
On the other hand, customized learning solutions are designed around specific problems the workforce and business are already facing. Generic programs cannot address them in any given situation. A custom program would solve the issue by building knowledge and then practising through scenarios, decision-making, and assessments.
This makes the choice simple: if there is an option available for solving the existing issue, why would another choice matter in the comparison? It would not. In conclusion, we can say custom e learning solutions matter to organisations because of their problem-solving format.
The content developers often start the development with the wrong question when they ask, "What should the employees know?" while they should be asking, "What is the purpose of training, and what behaviour changes are needed?" Such questions make a huge difference in the content of customized learning solutions.
A program designed after the first question will only transfer knowledge related to the type of training employees need. But the program designed after the second question will target decision-making, behaviour changes, and actions needed to fill the gap. This helps the organisation create an effective learning chain.
One of the main purposes of a provider of custom e-learning development is to build relevant and accurate content based on an understanding of learners. A clear quality distinction is shown in the course when it's created after assessing the learner beyond the job title. The knowledge about their actual working conditions, how much time they have for training, preferred devices, and specific gaps as per them.
Organisations that skip the assessment phase of the process often end up creating generic content because the knowledge about learners is what shapes the entire purpose of each module and decision-making, whether we talk about module length, complexity level, vocabulary, or assumed baseline.
Custom e learning development requires a team to collaborate for one program, and each member of the team should bring a different quality or skill to the project. Subject matter experts add valuable real-life knowledge to make content more credible, and when they collaborate with instructional designers, the same knowledge is turned into content structured around learning objectives and business goals.
For instance, a company hired an instructional designer solely to develop custom e learning solutions, and they already have internal subject matter experts. When they create a training program, it would contain interactive content, but to complete the program, a content designer is necessary. It's a team effort.
4. Treat the first module as a pilot
The first module of custom e learning solutions should be treated as a test of what the learning pattern can create that would help organisations achieve their business goals and would close the skill gap of the workforce. In the first module, everything is designed based on the learner's preference, so the learning & development team should review the built content and provide structured feedback that developers could use to make the final program more effective.
If the first piece of content never gets reviewed with proper feedback, then the end program is not valuable even after spending a high budget on the program development. To fix the error, changes are important that make the entire process more expensive and time-consuming.
5. Plan measurement before development begins
Before the custom e-learning development process even begins, an important question needs to be answered: "How will the training be evaluated?" This is important design input, and when this is considered after the program is developed or, worse, launched, the team would have no data to figure out any improvements.
If the program is built to improve onboarding time, a baseline needs to be established, and current data needs to be stored. When the employees complete training and use knowledge at work, then the team can compare the prior data to current data and track improvement and areas where more work is needed. Without planning measurement beforehand, the whole process would have no visible outcomes.
When the development of custom eLearning solutions is discussed, different departments have a say about content, such as company stakeholders wanting every policy covered and subject matter experts wanting everything included, but excessive content impacts training negatively with cognitive load and lower retention. Every piece of content should add value; if it does not pass the criteria, then modules should not include it.
When a company decides its workforce needs a training program, the development team needs approval from different stakeholders, such as L&D, SMEs, compliance officers, senior leadership, and team managers. But the team should know the difference between getting approval and being willing to impress others, even when it demands making changes. To maintain the quality of content, the team should push back on feedback if it is unnecessary.
The biggest perk of customized learning solutions is that organisations can own the program and make changes as per their preference and need. But many organisations treat the entire development process as just a project, and launch is the finish line even though it is the start of a maintenance cycle. Without any updates about new products, process changes, or any other organisation-related changes, the learners keep on indulging in obsolete content.
Best practices are well-used and proven methods that can drive favourable learning outcomes, enhance training outcomes, or contribute to the betterment of the program.
It has been repeatedly noticed that learners are more likely to engage with modular content and, more specifically, modules built around a clearly defined outcome. When each unit carries a single objective and interactive assessments, the cognitive load is manageable.
Though content can be designed with existing supporting tools available in the market, for building a learning experience, developers have to consider meeting learners. They will only be able to engage with training when it answers the question they already have. The "A list of things employees should know” format is repulsive to talented workers.
Lastly, the best practice organisations could choose is in the content and its delivery. If the custom eLearning solutions include personalised content but without any means to practice, the employees would never be able to apply the knowledge at work. That is why scenarios that reflect consequences are an absolute need. Now, the entire charade needs a flexible delivery on the personal device of the learner, so they learn when they have time without needing any strict schedule.
To choose a capable learning provider, the L&D (learning and development) team should begin by checking the portfolio of different service providers and pay brief attention to business cases, learning retention rates, industry experience, and reviews from other clients. Then, in demo sessions, take notice of the questions they ask about goals, market, and outcomes. Only after assurance that the provider has done similar projects previously and had a successful attempt to take the process further.
The market is growing faster than some businesses can keep pace with, and directly or indirectly widening skill gaps are one of the reasons behind this rift. To solve this business crisis, custom e-learning development has proven to be one of the best methods due to its capability to be adaptive, personalised, and goal-focused.
A business with gaps and poor alignment always seems to be struggling because of a weaker foundation; the root cause is an under-skilled workforce. To overcome this with custom eLearning solutions, a learning partner is required who is an expert in developing custom content aligned with business issues and employee training needs.
The custom e learning development by Acadrcraft closes existing gaps and rifts by providing content that relates to real-life problems employees face, with the use of the right technology that makes the facilitation more engaging and flexible for the workforce. If you want to know more, you can contact Acadecraft today!
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