FAQs - Frequently Asked Questions
We hope our list of Frequently Asked Questions will assist you in learning more about our
solutions. If you have additional questions simply call or email our team.
[ What are the advantages of eLearning? ]
Some of the many advantages to eLearning include:
- Deliver consistent training immediately to employees or customers.
- Ensures training is consistent.
- No excuses - available 24/7.
- Enhance instructor-led training, using various media.
- Access online evaluation tools and training resources.
- Produce training reports (with the use of a Learning Management System).
- Eliminate travel time and expense.
[ What types of courses work with eLearning? ]
All our computer, business, and communication courses are available in a self-paced or instructor-
led eLearning format. There are of course exceptions, we recommend instructor-led training for
computer courses that are more technical in nature, or skill-based, "hands-on" training.
[ How do I access eLearning courses? Are they only available online? ]
There are a variety of delivery methods and terms used to describe eLearning. These can include:
CBT - Computer-based Training
Typically delivered on CD, or when an internet connection is not available.
WBT - Web-based Training
Delivered online using the internet or company intranet. Self-paced or instructor-led.
May include media such as CD, DVD, internet, intranet, audio/video, and TV.
Manuals, reference cards, instructor notes.
LMS - Learning Management System
We can host an online learning environment, or help develop your company intranet.
[ What is the recommended class size for instructor-led training? ]
This depends on the course topic. For computer courses we recommend a maximum
learner/instructor ratio of 10:1. For business and communication courses we recommend a
learner/instructor ratio of between 15:1 and 20:1. We strive to deliver engaging training and
interactive participant experiences while staying within budget. We recommend instructor-led
training for computer courses that are more technical in nature, or skill-based, "hands-on"
[ Is instructor-led training held onsite or offsite? ]
Most of our clients prefer group training held onsite at their company offices, however we also
deliver training offsite and offer Public Workshops. For Deskside Support (one-on-one) we will
work with you in your office to target specific training needs. We also offer Tele-training to deliver
ongoing training or deal with problems over the phone.
[ How does simulation training work? ]
Simulation training is practicing realistic situations in an interactive, step-by-step format. It is
often used for computer courses which allows the learner to interact within the software being
taught. Each step requires an action, which the learner receives feedback on, or allows the action
to be repeated until learned.
[ How do we identify business skill gaps and areas for improvement? ]
The first step in the course design process is to analyze the business situation and perform a
needs/skills analysis. Depending on the scope of the project, this can include a number of
questions such as:
- Are there major business changes planned for the short to long term?
- How do those changes impact our employees?
- What are the goals and objectives for training?
- Do our employees have the skills to do their jobs effectively?
- What are the major skill gaps - known and assumed?
- Are employees centrally located or nationally?
- What is the best delivery method for training?
- What are the current system requirements?
- What are the timelines and budget for the project?
[ How can we motivate our employees throughout the training process? ]
Marketing, which is sometimes forgotten, is a key element in showing your company's
commitment to learning. Training involves change. Employees need to see the incentives so
they are not intimidated by the process. Specific employee benefits include: improved working
environment, cross training, increased confidence and efficiency, career growth opportunities, and
access to online training resources 24/7.
[ How do we measure success with employees? How can we calculate return on
investment related to training? ]
Employee success can be measured in a number of ways. The most common method is through
evaluation, in the form of an assessment. Feedback can also be polled through the use of a
survey. Depending on the scope of the project, self-assessments, surveys, or tests can be given
before, during, and after training is completed.
A more formal way to measure how skills, changes, and behaviour have been learned is by using
Kirkpatrick's four levels of evaluation.
Level 1 - Training Reaction
Survey learners at the end of the training program, to understand their reactions, assess value,
and find out how they will apply the new skills and strategies in the workplace.
Level 2 - Learning
Evaluate learners through self assessments, testing, and other tools to verify concepts are
understood. Include pre/post assessments so improvements can be measured.
Level 3 - Behaviour
Create performance based assessments which can be measured at the manager level to
determine if new skills are being applied on-the-job.
Level 4 - Business Results
Analyze return on investment based on business results in relation to learning results. There are
many variables such as: service improvement, customer satisfaction, cost savings, increased
sales/growth. Specific metrics will need to be identified for each training program.