What is digital learning material? How to deploy and manage learning material in human resource training

The application materials of not only saves time and cost but also help standardize content, measure the effectiveness of learning and create learning experience personalized for each employee. The same Lac Viet SureHCS find out details in this article.

1. What is digital learning material?

1.1. Concept of digital learning materials

Learn whether the number is, the entire contents serve for training activities – learning to be stored, distributed, accessed through electronic devices such as computer, phone, or tablet. If the former, study material, usually in the form of printing or presentation directly, now we are digitized of video lectures, e-learning, simulation, infographic, or online quiz.

For example, a training course sales skills can include tutorial videos, scenarios, interactive exercises to test your reflexes, employee, forum for exchange of experiences between practitioners.

Different forms of traditional learning materials of help active learners access content at any time, at the same time the business can be easily updated, quality control, and measurement of learning outcomes of each individual.

1.2. Why learning material of become the inevitable trend in corporate training?

According to the LinkedIn Workplace Learning Report 2024, up to 90% of businesses worldwide are investing in solutions online training internal to enhance staff capacity and increase the ability to retain talent (LinkedIn Learning Report 2024). This shows the materials of not only is the trend that has become a long-term strategy in human resource management modern.

The reasons for learning numbers is business priority deployment include:

• Meet the demand for flexible learning: employees can learn anytime, anywhere, not restricted by time or place.
• Save the cost of training: business significantly reducing the cost of hiring teachers, class organization, document printing.
• Measurement, improve the efficiency of learning management system learning material allows for tracking progress and results of each student, help the hr department easily evaluate optimal training program.
• Increase the learning experience, mounts staff: the contents of biochemistry with elements of interactive games that help learners excited to be more active in the hone skills

2. Benefits of learning numbers for business

2.1. Save the cost and duration of training

Deploy school data number to help businesses significantly reduce the costs incurred in the process of training organization. Instead of having to hire venue, invited lecturer, document printing, or calendar layout, learning chinese, the entire training content can be digitized to deploy online.

In addition, the duration of employees is significantly shortened thanks to the ability to access anytime, anywhere – consistent with individual work schedules. Employees can learn the content several times to ensure mastery of knowledge before applying to the actual work.

With large organizations, this helps to shorten training cycles from weeks down to just a few days, at the same time reducing interruptions in the work process.

2.2. Standardized training content

A challenge often encountered in internal training is the lack of consistency of content and teaching methods between the branches or departments. The use of materials of help enterprises standardize the entire training material ensure that all employees have access to the same standard of knowledge, skills, and work processes.

Through management study material focus, the business can easily update, edit, or expand content that is not held back course from the beginning. For example, when there are changes to the remuneration policy or internal processes, personnel department just updated with new content into the system, the entire staff will automatically be notified and approach learning new material the most. This not only helps to maintain quality of training uniformly but also ensure regulatory compliance across the organization.

2.3. Increased interoperability, mounted employees

Other with the concept of “learning online is isolated”, materials of modern has been designed towards interactive multi-dimensional. Learners can discuss, ask questions or share your experiences on the forum private wiki group or virtual learning.

Modern platforms such as Vietnam Elearning also integrate elements of “social learning network” to help employees feel connected, be more active in the journey to develop yourself.

2.4. Measure effectiveness analysis training

One of the greatest values that management study material bring is the ability to measure, analyze and forecast the results of training. The e-learning system now allows businesses to track the detailed progress of each individual, the rate of course completion, test scores, school time, as well as the level of interaction of the learner.

These data help the hr department reviews are actual capacity of the staff, from that, develop a roadmap, personal development or planned successor compliance personnel. The report quantitative also help business leaders easily evaluate ROI in training – something that the form of traditional training hard to accomplish.

Thus, the learning material of not only helps businesses save costs but also bring sustainable value: raise productivity, standardized skills, building a culture of continuous learning across the organization.

3. The type of learning material, the number of downloads in the business

3.1. School of chemistry

This is an important first step in the process of transition to school material number. Learn whether digitization is the conversion training material traditions such as syllabus, slides, documentation, video recorded lectures – on to electronic formats (PDF, PowerPoint, video, audio...).

The actual value of this form lies in its ability to preserve and share knowledge internally a quick, synchronized to the update. For example, a business can digitize the entire training materials, integration of new employees, thereby reducing the training time down to only 1/3 compared to before but still ensure employees receive adequate knowledge required.

3.2. Materials interactive

If the materials digitized help save standardized content, the school engagement data back focus on improving the learning experience. This is the lesson is designed with interactive elements – like situations, simulation, multiple choice questions, learning games (gamification), or activities “drag-drop” in lectures.

The actual value for businesses is employee no longer “learning to be”, which is to experience the real situation closer to work. For example, with training courses sales skills, students can participate in the simulation “meet the customer”, choose how to handle and get immediate feedback on the system. This helps staff has just forging skill, just remember deeply through practice instead of just reading theories merely.

3.3. Open courseware

Open courseware is a repository of online resources that are publicly shared, allowing business school access, use or re-use in order to expand knowledge. Learning resources open data can come from universities, international organizations or the construction business, and sharing internal.

The value of learning open data lies in its versatility, the ability to personalize: employees can select school theme according to your needs, pace, own goal. For example, a marketing staff can access the repository study material open to learning more about data analysis or tools AI in marketing without waiting for a training plan from official business.

The combination of the three types of materials: digital, interactive, and open not only to help businesses diversify methods of imparting knowledge but also create an ecosystem comprehensive learning, where employees are learning according to the needs, business, quality control, knowledge is spread continuously in the organization.

4. Implementation guide learning material number in business

The construction and commissioning learning systems number, not only is the math about technology, but also the investment strategy for capacity development team. A roadmap to deploy, it will help the business optimize resources, maintain long-term performance and create a culture of learning actively in the organization.

Below is the process 4 steps that the expert training recommendations, drawn from the actual deployed at many businesses in Vietnam.

Step 1. Determine training objectives, team staff need to learn

Before investing in the platform or to manage school data, businesses need to clearly define “learning to do” and “who is the audience need to learn”. The goal as specific program more effective.

For example, if businesses want to raise capacity, sales materials should focus on communication skills, handle rejection, or negotiation skills. If the direction to middle management, content should include leadership skills, strategic thinking, or performance management.

Determining the correct group of staff and capacity need to develop that will help the business avoid wasting time, and optimize the performance of investments in learning numbers.

Step 2. Digitized, standardized training materials available

This is the platform during the transition to school material number. Businesses need to revise the training materials are used, classified according to skill groups, content, or work location, then proceed digitized (in the form of videos, e-book, online lecture, quiz...).

More importantly, the standardized content helps to ensure consistency across the system. Thus, an employee at the branch Ha Noi can learn the same content with people in the CITY.HCM, ensuring uniformity of quality and information.

Step 3. Selection management platform studying data fit

A management platform studying materials (LMS) good must meet three criteria: ease of use, flexibility, ability to measure the learning effect. Besides, the system should ensure scalability, compliance with the international standards such as SCORM, xAPI or OpenBadges to learn the material can re-use, integration with other systems.

In Vietnam, Vietnam Elearning is considered typical solutions to meet these criteria. The system enables enterprises to:

• Create, organize and distribute learning materials quickly by each course or subject the employee.
• Detailed tracking progress, learning outcomes, level of interaction.
• Automatic certificate, post-training evaluation, export reports in real time.
• Support flexible deployment under two forms: SaaS (lease use the software) or on-premise (deployment in the infrastructure business) – fit any size organization.

Step 4. Measurement updates, optimal study material regularly

Learning numbers only really bring value when businesses know how to measure optimal constant. The hr department or training need to track indicators such as the rate of completion of the course, course duration, average test scores, feedback of students. This data is grounds for:

• Adjust the content is not appropriate.
• The learning for each employee.
• Determine what skills need to develop next.

The deployment of learning material number not only helps enterprises standardize training and cost saving, but also creates a culture of flexible learning constantly.

5. Process management-learning numbers in business

A management system materials of (Learning Management System – LMS) only really work when businesses have operating procedures post – combination of technology, content and people. The school management does not merely sermon archive, which is a closed cycle to help businesses proactively build, control, update reviews the entire operation internal training.

Below is the process 4 steps that detail the organization of professional training are applied to help ensure that data is effectively implement sustainable:

Step 1. Create – digitized, standardized training content

This is the platform in the process of management learning resources number. Businesses need to transform the traditional materials to electronic format (PDF, video, slides, interactive lectures, tests, situations, simulation...).
Parallel with the process of digitization, the need to conduct standardized content according to each group skills, job position or rank employees.

For example:

• With new employees: materials need to focus on training, integration, corporate culture, workflow.
• With a team of sales: priority materials on negotiation skills, latch, single product updates.
• With supply management: focus on leadership, performance management, coaching skills, team.

The digitized content according to a clear structure to help businesses easily expand the scale of training after this, at the same time ensure the quality of training uniformly throughout the system.

Step 2. Access rights division, approve, share materials

After learning materials are created, the next step is to build decentralized mechanism and access management. A LMS system allows businesses to set permissions detail according to each role:

• Instructor: have the right to create new, edit, update, or approved learning materials.
• Staff/students: get access to content matching work location or the route to school.
• Management training: control, decentralization, management, progress report.

The distribution rights this helps to ensure information security training, internal risk avoidance, school data is misused. Special to the enterprise branch, the share feature learning, flexible material helps the entire system can access the same source of knowledge, standardized without worrying about duplicates.

Step 3. Track, measure, report the learning process

This is sewn to help businesses to “see” the effect of training activities in an intuitive way. Management system study materials, notes the whole of the academic data of employees: access time, completion rates, test results, level of interaction, even the learning behavior (see the video, skip to content, answer the wrong question...).

These data are aggregated into reports training (Learning Analytics) – tool support for the hr department training.
Thanks to that, businesses can:

• Specify a group of qualified staff highlights to develop a roadmap for advancement.
• Detect those individuals who need additional training.
• Measure ROI (Return on Investment) in training – a key indicator to assess the effectiveness of investment.

Step 4. Update, re-use and improved materials constantly

A big advantage of the learning material of is the ability to re-use and updated quickly. When there is a change in products, processes or policies, new business just edit content on the system, the entire staff will get the latest version immediately.

To ensure the quality of training is maintained sustainable, top businesses often apply the update cycle study materials periodically – from 6 months to 1 year/time. In addition, the feedback of the learners also be collected put into the process to improve the content, ensuring lecture date as close to reality more understandable.

Systems such as Vietnam Elearning support feature “version chemistry data” (Versioning) help the business to save the entire update history, easily compare and restoration of old content when needed. This feature is important to ensure transparency, access to information in training.

6. Software solution Lac Viet Elearning management, school of business, Vietnam

Lac Viet Elearning is the solution of company shares Information, Lac Viet grown to be considered one of the training system comprehensive online best suited to particular enterprises. This platform meets the international standard such as SCORM, ISO, CMMI, ITIL,... ensure compatibility, security, stability in any environment deployment.

Lac Viet Elearning is designed with the philosophy of “learner-centered”, which means that all functions are oriented to the experience of users: easy to use, easy to manage and easy to expand. Whether it is small scale business or large corporations, the system can customized according to specific needs to help organizations active in the design, management study material internal.

Highlight features:

• Create, organize, manage materials easy: Businesses can build learning content as chapter, section, article, or import data from standard formats like SCORM/xAPI help save time, compilation, ensure the study material can re-use multiple times without the need for complex editing. Thanks to management learning materials, focus, all resources (videos, documents, tests, situational simulation) is stored uniformly, avoiding duplicate or lost.
• Track the progress of students and evaluate the effectiveness training: the System provides detailed reports about the rate of course completion, test scores, course duration, level of interaction. Businesses can easily get to know what content is effective as well as detect the parts that need improvement.
• Integrated social learning network, forum, library opencourseware: Lac Viet Elearning environment creates interactive learning, where employees not only acquire knowledge but also to share experiences, ask questions, discuss with colleagues. Features wiki – internal forum help build a culture of learning community in the organization, encouraging cohesion and diffuse knowledge.
• Training mode – learn anytime, anywhere: the System support multi-platform (website, mobile apps, online classes, virtual classroom), to help staff flexible learning without limits on time or location.
• Friendly interface, high security, full automation interface: designed according to the principle of “user experience first” for easy operation even with employees who are not familiar with technology.

Lac Viet Elearning software not only supports training but also the strategic solutions help enterprises build capacity for organizational learning modern. With the ability to manage learning materials, focus, integrated technology and international experience friendly system, bring to a learning environment, flexible to create practical value for both learners and businesses.

Business can sign up consulting to be expert Lac Viet guide system design learning material number in accordance with training needs, current and target long-term development.