e-Learning for the Digital Age

eLearning has established itself as a collective term for those forms of learning that are consumed on digital end devices. With the help of digital media, materials and learning content can be distributed and learning progress can be monitored. eLearning is, however, a very broad term. It is a collective term for all possible types of digital learning. For the learner, this means learning content on a computer or laptop via learning software or the Internet, or increasingly also on tablets or smartphones.

Cost-saving: travel costs, costs for the instructor(s), catering and costs incurred by the absence of employees;

Scalability: with an eLearning course you can train as many employees as you want.

Time-saving & efficient: Your employees do not have to attend the seminar when they are busy.

High quality: Everyone has a bad day, even instructors. Sympathies also play a role here, this is completely absent with eLearning.

Individual learning speed: Learners are neither underchallenged nor overchallenged.

Various types of interaction can be incorporated into e-learning. For example, learning success can be checked with quizzes. This promotes motivation and increases learning success.

Small things often change, and once e-learning content has been created, it can be easily adapted and updated.

Many companies use eLearning for general information transfer, to train their employees and to create a common knowledge base. In addition, eLearning is particularly well suited to support the training of new employees. Furthermore, digital courses can make personnel development more flexible and up-to-date, if a company shifts learning phases between presence phases as required, in order to fill waiting times sensibly and to impart new information. Through eLearning, the company succeeds in providing and creating a constant availability of up-to-date learning units, which is necessary to meet the continuous training needs of employees.

The transfer of knowledge and the monitoring of learning success can be made more effective than with traditional teaching by means of different variants. Learners deal with the content more intensively, receive direct feedback and additionally repeat the most important topics at the end. A quick click-through is prevented and the motivation to learn is maintained through the entertainment factor associated with the media processing. The interactive elements prevent passive consumption of the content, as is the case with pure video training, for example. There are no limits to creativity, from finding relevant objects, assigning terms, memory and word additions, new interactions are always built into the eLearning course.

Before we start the production of an eLearning module, we always arrange a free consultation and get-to-know meeting. During this meeting, we discuss key data such as the topic, the scope of the content, the target group and the learning objective. Then, on this basis, we work out a non-binding offer including a time frame of the production. After you have placed the order with us, we start working. Our team will work out an appealing design draft and a concept, which we will discuss with you and adapt according to your wishes. If you have any further questions about the topic, feel free to contact us anytime!

LMS stands for “Learning Management System”, as around a learning management system. With an LMS, you can create, manage, and deliver eLearning courses in the same way that word processors (like Microsoft Word) help you write documents and email servers (like Gmail) help you manage your email.

A Learning Management System consists of two parts:

• An administrative interface, where a training manager performs the centralized back-office tasks of organizing his company’s learning programs. This is where courses are created, managed and delivered, new learners are added, reports are evaluated, notifications are automated, and more.
• A user interface that runs in your browser. This is the interface learners see when they sign up for or are assigned to a course.

In the case of e-learning, gamification means that knowledge is not only conveyed through text, animation and speech. Modern e-learning therefore often uses techniques from games to motivate learners and encourage them to learn. For example, gamification is when learning games are only unlocked when a certain knowledge level or learning success has been achieved. Game mechanics such as points, leaderboards, badges, different levels, etc. are applied to non-game contexts of learning content.

Explainer videos and tutorials are currently trending. Explainer videos last about 3-5 minutes and are used to introduce companies, explain products or explain difficult issues. Tutorials are often about step-by-step instructions or concrete tips for practical things, such as how to open an online account, how to use a software or how to handle a sales transaction.

Several factors play an important role in the success of e-learning. These include the clever combination of learning and company goals, good media preparation of the teaching content, and easy access to the content.

The employees of a company do not want to be bombarded with information, but rather learn effectively how to do their job well. This is certainly the most important criterion for the success of eLearning courses. That’s why the learning content should be geared to concrete activities and requirements.