The Most Effective Method of Employee Training: eLearning

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Employee training is a hefty task for all organizations, regardless of employee size and function. Even though it is hard to measure the outcome for each of the training sessions conducted in a classroom, still employers are stuck with old methods due to cost and as many companies are reluctant to change.

With bigger companies going for eLearning either on-premise or cloud, it is high time for small and medium size companies to opt for eLearning for higher profitability. If statistics are to be believed, 80% of today’s low performing and 62% high performing organizations aren’t investing sufficient time and money on employee development (, this poor scenario will affect productivity, profit and employee retention for organizations in coming years.

Which factors will be affected most with traditional learning system-

Employee retention-

Training has always been an important aspect in terms of employee retention. Most of the talented employees check organization’s background and employee benefits while joining a new company, pre-job training is a plus.

Similarly, 40% of the employees who receive poor or no job training leave their job in the first year. (Clear company survey). With such a high attrition rate, it becomes a burden on organizations, to find a replacement, train at least basic job requirements and get the employee rolling on the job.


With traditional methods to train employees, it is hard to understand whether the employee has understood or mastered the activity. The outcome of such mass activities is low and hard to measure. Non or semi-skilled employee produces poor or average results impacting profit of the organization.


Training and culture are most important aspects of organization growth. Training implemented in timely and effective manner helps in team building and makes sure every employee in company follow the same vision and mission.

One of the four elements mentioned by to build a successful culture of team building and performance as main aspects is training provided to employees arranged in an effective and timely manner by HR.

Why go for eLearning?

Traditional methods don’t give effective results-

Traditional methods do not concentrate development of an individual. With these training methods, the user is likely to forget 80% of training material in 90-120 days and also 85% of such training fails to deliver a positive ROI (Source: Expandshare).


Traditional methods are costly. From hiring a resource to train employees to stationary and man hours required for training can be over budget. This is one of the top reasons why organizations don’t offer training and end up in losses.

With eLearning employees can learn at their own pace and convenient time, also the setup required costs less and guarantees ROI.


According to IBM every $1 spent on eLearning results in $30 productivity. The modern method of learning saves resources in terms of cost, instruction time and energy.


According to Molly Fletcher, eLearning provides an 18% increase in employee engagement. Whereas statistical data shows, companies with a strong learning culture are 46% more likely to be industry leaders.

With standard features in eLearning to track progress, maintain records and assign particular training to the department or an individual it has become easy for employers to understand training outcome with less expenditure.


instaSkills is a skills development platform, helping organizations and educational institutes to get the best return on their investments.

instaSkills provides LMS and e-content creation services to develop skills of employees and students. With low cost and advanced features instaSkills LMS is a handy tool for organizations around the world.

Contact instaSkills team to get a free demo for your LMS and e-content creation requirements.

Check also: Why Microsoft bought LinkedIn and how it will impact HR industry.

How employee training can boost leadership quality of employee?

The business leaders of future are none other than young employees of today’s era. It is a need for every leader to secure his future by training the future leaders today. By training employees today one can develop leaders for tomorrow. The employees of two generations i.e. the seniors and the juniors when work in-sync to each other this may lead to below par clashes and antagonistic bond between them. The senior employee may feel may feel the youth is much eager and unorganized in working whereas, the youth may feel the seniors like to work in their own way and are not adaptable to changes. In this situation if the young employees are given a proper level of training by forming a professional bond with them this will help developing leaders in them.

Employee Training

You can find lot of people today who talk about leadership, but we can see very rarely that some are able to define what leadership is. When people ask for example of leadership they will surely get the names of great leaders but will rarely get to know their qualities. If one is able to understand the difference between management and leadership and simultaneously make them understand this to his employees the result of it will be very fruitful. Ronald Regan the 40th president of United States said once that-“The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things”


Employee training must be considered as a generator of long term profits through short term investments. But many of them think it’s a big investment to train the employees and the ones who train them by spending money are not aware about their targets what are to be achieved by accomplishing these training. But without quantitative results it is not possible to perceive training as nothing much than an expenditure.


In today’s era of cut throat competition, if your company is not learning then it’s a sure prediction that your company is going to fall. It is said that Business learns as its people learns. The employees of your organization are the people that manage, produce, deliver, protect and refine your products and services every day. With such pace of international market reach, which has become rapid in 21st century learning is considered as a vital path for success.


Each fruitful employee training and skill development program comprises a part that shows your current and future need of leadership. The program must also consist some systematic identification and augmentation to develop your managers in the leadership style which is unique and can generate profits. Following are some tips which can help the company to train its employees to make future leaders:


Job SecurityReassure secure failing: Employees by nature are not willing to take up risks; this is the reason that they are employees and not entrepreneurs. If the employees are shown an environment where the boss consistently keeps rectifying them before they get the chance to execute it by themselves, they will then get habitual to get an approval or may avoid to take any new step.One must let employees try new things in the ways that may not put the company in threat. Try to set a laboratory environment where the employees can test new ideas and learn from their their success as well as failures this will increase the level of understanding of your employees and make them comfortable towards innovating new ideas for the company.


Employee Responsblities


Precisely explain roles: If the employees are not aware what they are supposed to do they cant give their best at work, in addition to this they also must know the boundaries so they don’t step on others toes or redundantly create inefficiency in work. One must also establish some specific roles and responsibilities with their employees so that all things are clear and the employees can work cooperatively.



 Employee AppreciationTake pleasure in appreciating their efforts: It’s undoubtedly true that people get monetary gains for their job, but the employees aren’t working in your company just for sake of money. Employees need greater level of satisfaction than financial stability. They must be made feel that leadership appreciates their contribution and their participation is valued. Never be shy on finding out the ways of saying “thank you” or celebrating the good things that your employees do. If the employees are themselves asking you how they are doing this indicates you are a poor leader.


Its not that every leader has some selfish intentions or some poor skills, many of them might not got the opportunity to get well trained, get proper time and focus which could help them create an environment of empowerment.