Finding the right e-learning provider
LinkedIn Learning, Udemy Business, Coursera, GoodHabitz, or troodi – there is a wide range of renowned providers for online courses. When choosing an e-learning platform, you should pay attention to various criteria in order to offer employees in your organization the best possible corporate learning experience. This blog article provides you with 10 practical tips that you can use for your research and decision-making.
1. Matching the e-learning provider to your target group
Think about what characterizes your target group and what their requirements are for an e-learning course. For example, are there people who have little or no German language skills, so that content must also be available in other languages? Or do some people not have a fixed PC workstation and need the content to be made available to them via their private smartphone, for example? You should also take the education level, age, and other demographic characteristics of your target group into account when making your decision and check the potential providers’ content for compatibility with the target group.
2. Quality of the e-learning content
A key factor in the selection process is the quality of the content. One thing to look out for is who created the content. Are the lecturers actually experts in the respective field? Is the lecturer or the course certified by a reputable source? Do the learning materials have sufficient depth and are they prepared in a way that makes them easily accessible to the target group? Do participants receive a certificate after successfully completing the course? Ideally, you can spot-check the quality and technical depth of the course content. If necessary, you can also ask experts from your organization to evaluate the quality of the learning content.
3. Variety of didactic methods
Humans have different learning preferences. Some people learn better via video courses, others prefer texts or interactive elements such as quizzes.
Due to the expected diversity of individual learning preferences in your target group, it makes sense to look for a wide range of didactic methods when choosing an e-learning provider. One framework that can be helpful here is the GESEPA model, for example. In addition, you should critically examine whether the didactic methods used and the way users are addressed are suitable for your target group.
4. Usability of the e-learning platform
In addition to the quality of the content and didactics, the user-friendliness of the platform is an important aspect to consider. Even the best content won’t impress your employees if they can’t find their way around the platform or if navigating the e-learning course is very tedious. It is advisable to put yourself in the shoes of your target group: Do you think that everyone in your target group will find their way around the platform? Does the platform design inspire them to engage with the content? Only if you can answer these questions with a clear “yes” should you shortlist the platform.
5. Integration into your own Learning Management System (LMS)
Does your organization use its own LMS (Learning Management System) or LXP (Learning Experience Platform)? Then you should pay attention when selecting e-learning providers to whether and, if so, how the content can be integrated into your platform – for example via SCORM, xAPI/CMI5 or a single sign-on interface. If integration is possible in principle, you should always check whether the technical connection works smoothly and whether the content is displayed correctly on your platform before signing a contract.
6. Data privacy
If you use the infrastructure of an external provider, you must ensure that they meet all the necessary data protection requirements in accordance with the General Data Protection Regulation (GDPR). Many digital training courses collect sensitive data (e.g. name, email address, learning progress, learning times). It must be ensured that this sensitive data is protected against unauthorized access. You should also make sure that the provider does not pass on your employees’ data to third parties, especially not to companies outside the EU, for example by using tools from US companies in its infrastructure. In addition, a data processing agreement (DPA) must be concluded with the provider. This will stipulate, for example, which data is collected, how long it is processed and when it is deleted.
7. Customer support and service
In addition to the criteria described with regard to the platform and content, customer service is another important decision criterion. This primarily concerns two target groups: You or the administrators and the end users. Here you should check to what extent the e-learning provider will support you in implementing its content in your organization.
For example, do you have a dedicated contact person you can turn to? Does the offer include technical support, for example to ensure integration into your Learning Management System? How much flexibility is there in dealing with your specific needs? Also relevant are the technical services provided to the end users, for example when onboarding to the online learning platform, if they have technical problems, or have difficulty logging in.
8. Accompanying measures for the implementation of e-learnings
Many organizations know from painful experience that “unlock and pray” does not work. It is not enough to activate a learning platform or new e-learning courses and hope that employees will then learn on their own. The introduction of a new learning platform or new e-learning offerings requires a comprehensive communication strategy and the option of social learning offerings. It pays to do some research here: Does the external provider see itself purely as a supplier of digital learning content, or will they support you with the roll-out in your organization, for example by developing a suitable communication strategy?
9. Learning Analytics
Digital learning offers a major advantage over traditional people development measures. It is much easier to analyze which people in your organization engage with which content, how often, and for how long. If you decide to use an external learning platform, the learning analytics that this platform offers you are something to consider.
Do you receive automatic reports on learning behavior? Can you adapt the KPIs and reports to your needs? Do the reports also provide you with specific recommendations on how you can positively influence user engagement or completion rates? It makes sense to compare the features of the various providers.
10. E-learning costs and comparison of pricing models
Last but not least: comparing the costs involved. There are basically two different pricing models: Flat-rate and pay-per-use models. The advantages and disadvantages are obvious: with flat-rate models, you pay a fixed amount once (or for a defined period, e.g. 1 year) and can use the platform or the specific e-learning as often as you like in your organization. This model is particularly suitable if you want to reach a large target group or if you are very sure that the content will be used by your employees, for example if it is mandatory training. With pay-per-use models, you only pay when the learning content is used, either via licenses that you purchase in advance or by invoicing after use. This model is particularly useful if you are working with a smaller target group or if you are unsure whether the learning offers will be used frequently by your employees. When deciding on a provider, it makes sense to work with different scenarios and compare the predicted costs for different providers for each scenario (e.g. low usage, medium usage, high usage).
Conclusion
When identifying the best e-learning provider, there are various aspects to consider, from the quality of the content and the functionality of the platform to the expected costs. It is generally advisable to pilot new learning offers with a smaller target group before rolling them out to the entire organization. This way, your decision is not only based on your personal impressions, but also on concrete feedback from users in your organization. Once you have decided on an option, successful implementation of the new e-learnings is crucial. You can find helpful tips on this in our whitepaper “Hacking Digital Learning”. If you would like to try out the troodi platform with no obligation, you can create a free trial account here.
