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E-learning incentives

Staff Development Weekly: Insight on Evidence-Based Practice in Education, March 26, 2004

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Trainers sometimes feel that one of the biggest challenges to the success of e-learning is course completion. One solution to this obstacle is to use an enterprise incentive-management (EIM) system that offers training incentives and award programs compatible with e-learning to motivate students. But think for a minute: Perhaps trainers should scrutinize the course objectives if they really want to get to the root of the problem. According to Travis Piper, president of Creative Approaches Inc., if the training is set up to help learners achieve objectives that are in line with the overall goals of their organization, and they understand the need to meet those objectives, they might be more inclined to stick with the training. Often times, training provides information that is nice to know, but not necessarily critical to the success of the individual, staff, and organization, says Piper. If employees have an understanding of how they can contribute to the bigger picture, the purpose of training increases appeal and improves performance. He advises to put money and effort toward looking into solid training material that fits within the framework of your facility's culture before you spend a bundle on incentive programs. To get the most out of training, try to design programs that give learners a chance to apply the objectives they've learned, even if it is simulated.

Editor's note: The above tip is printed with permission by Travis Piper, president of Creative Approaches Inc. (http://www.caicbt.com)  in NY. Creative Approaches, Inc. has been helping organizations since 1983 to develop technology-based solutions to performance and business operation-based needs.

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