5 cost-effective tips to train your remote employees

Is there a way to create employee training within the budget? What happens when your employees are out of the office or scattered around the world? The cost of remote training is considerable, ranging from the investment in human resources and training tools to reducing the working time before the training is completed.
But there is a way to create training that produces results without breaking the bank. Even if you don’t work with typical office employees.
In this article, you will learn what distance learning is, how it differs from online learning, its benefits, and how to implement effective distance training without cutting your budget. Clever!
What is distance education? How is it different from online learning?
Online learning and distance learning are two terms that can be used interchangeably. The fact is that the difference between them is so subtle that the confusion can be justified.
distance learning means that teachers and students are in different locations, so the training takes place online. This happens when the company uses remote labor operations. Other times, because you have multiple branches and want to provide simplified and consistent training. Environments, such as the current pandemic, can also cause companies to implement remote training.
On the other hand, online training means that all or part of the training takes place online, even if the teacher and the student are in the same place. For example, online training occurs when you upload learning materials and create assignments and tests on the training platform. In most cases, both types of training allow asynchronous and self-paced learning.
Benefits of remote training
Remote training is usually a better alternative to on-site training, and the benefits provided make it more attractive to employers and employees:
By definition, remote training frees you from many on-site standards Training fees include lecturer fees, accommodation and travel fees, and venue reservation fees.
Distance learning is asynchronous in most cases, with only a few synchronous sessions, or none at all. Independent elements can provide flexible solutions without distracting employees. Employees can resume training when they are not busy, instead of resuming training when they are “marked” on the calendar.
Easy to implement
Can you imagine (or have had a nightmare) organizing classroom training courses for offices in different regions or cities? Tickets, venues and possible catering services must be booked for all-day events, a schedule that minimizes inconvenience, and accommodation is a task that no one wants to be selected. Through remote training, you can forget all this.
The modern workplace prides itself on providing equal development opportunities for all employees. These opportunities start with properly training employees and providing them with knowledge and skills that can be used on and off the workplace.
However, this is not the case for remote and mobile employees, who are deprived of basic initial training in the (dark) age when distance education is an unfamiliar concept, not to mention additional learning opportunities.
Create profitable remote training
If you’re smart, remote training can save you budget and be effective. Are you taking notes?
1. Assess the skills gap among employees
Although it is generally recommended to improve employee skills before the time reaches it, you should not rush into employee training. First, you need to find out where your gap is. For example, performance degradation may mean that your manager is in place or the wrong software is installed on the employee’s desktop. Before determining that training is the only way to improve employee performance, talk to your manager and your employees to find out what the problem is.
Before developing a training plan, you must also understand the severity of the problem and the skill gaps in the company. Otherwise, the training will not solve too many problems and you will have to start over. (This is also the cost). So, if you want to solve a specific problem, take a pre-assessment test to measure the level of knowledge of your employees and create a curriculum that suits them.
2. Choosing the right distance training tools
Developing distance training does not necessarily mean that you have to invest a lot and invest in countless training tools. For example, if you want to meet your needs for quick training, you can use video conferencing tools, record webinars, and share them with employees.
What if you want to stay in it for a long time? If you decide to make training part of the company culture, you will need remote training software. Depending on the size of the company and the number of employees, you may need more or fewer features. Conduct extensive research to select tools that meet your needs and that you are confident that your employees can use.
‘s easy-to-use LMS will make your work easier because you can create and update courses in just a few steps. Ideally, look for a learning management system that also provides out-of-the-box courses. Standard content is a reliable and inexpensive solution for standardized training types such as data security and soft skills enhancement. Since remote training usually needs to be tailored for mobile employees, the LMS with mobile apps will help your deskless employees such as drivers and retail assistants.
3. Don’t start from scratch
Even if you are developing remote training for the first time, you don’t have to create a course from scratch. For example, you can buy ready-to-use courses on the market from your training platform or an educational institution that sells courses online. You can also reuse existing content, such as recorded webinars, presentations, infographics, and company guides.
Sometimes creating a course is as simple as collecting content you share or occasionally create in one place and adding new materials.
4. Use yours

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