Technology-aided Learning Helps Intra-Organizational Knowledge Sharing

A lot of knowledge resides within an organization. Intra-organisational knowledge transfer is necessary for all organisations, as it allows them to access internal resources they already possess. In a perfect scenario, the transfer of information should occur naturally. But most often than not, it does not for various reasons like communication gaps, work pressure, lack of time or simply, lack of necessary enthusiasm.

There are many challenges in the way of successful knowledge transfer within an organization. The main challenge sounds simple enough to tackle but is often the greatest hindrance – compressing a lot of information into short learning capsule that would not intimidate or discourage learners. Also, details of the work of different teams are mostly quite straightforward, but often mundane to the uninitiated. It is important to bring details to the fore in a way that would capture the interest of new-age learners.

With the help of technology-aided learning, an e-learning solution can be created which presents information in a modern and attractive form. Using attractive graphics, animation and a strong audio element, the e-courses can be successful in imparting practical information in a palatable and retainable form.

Creating a setting: To make sure that learner is hooked to the content from the very beginning, developers can create a scenario – a familiar setting for learners that they can relate to like a Fitness Centre or the Office Lunchroom. The scenario can be an informal one which can put learners at ease and does not bring in the usual ‘tense’ atmosphere that is associated with Learning at a Workplace. A setting like – Fitness Centre denotes high-energy and a sense of healthy competition. This setting is fit for groups who are often working closely and in a similar competitive atmosphere. In contrast, the setting of a Lunchroom can bring closer two groups: who do not work too closely but are a part of the same organization. An informal setting helps them interact with each other more and subsequently learn from each other as well.

Creating graphics: Graphical representation can also be added instead of plain textual content, to make sure that the information is better processed and better retained by the learner. Graphical representations can be made part of a scenario the e-course presents – instead of adding them separately as a learning resource. For instance, for an e-course explaining how the sales team works, we include a video shown on a projector. As the video proceeds, the screen zooms on the content but as it nears the end focus is back on the characters. This makes the graphics come alive for the learners and helps them retain facts for longer.

Creating characters: Characters can be introduced in the course to bring in human element and increase its impact. Animated characters can be introduced from each team who have lose interactions in actual life and have a continuous banter with each other. The informal banter can be utilized to impart information in a friendly manner. However, if design budgets restrict the creation of animated characters, there are different ways of creating characters in a budget-friendly manner. A successful approach that we have tried is to place actual photographs of people on animated characters that give a life-like effect. These faces display a range of emotions that make the content light-hearted and at the same time does not lessen its importance. Learners have fun watching them and also learning from them.

Creating interactions: With transition effects like fade-away, click to reveal and roll-overs, the e-learning content can be kept fluid and a logical flow maintained. Various interactivities can make the course interesting and simpler to understand. For instance, when explaining a sales model, we create a large funnel and different groups fill it with their contributions. An accompanying audio explains the workings and learner can point to relevant groups and see their contributions pop out.

Creating extra support for retention: Retention of learning is often the greatest concern of all L&D managers. With e-learning, appropriate learning mechanisms can be created within the e-learning courses to aid retention. For instances, animated acronyms explaining important processes within a group can be used to generate interest as well as help learners retain more. Interactions can be built within the acronyms, making sure that learner is involved enough to take action and learn. Learners can click on each part of the acronym and learn more on the topic.

With familiar scenarios and figures, e-learning course strikes an instant connection with learners and monumentally increase learning uptake as well as aid knowledge transfer among employees of modern corporate houses.

Reference: 5 Ways eLearning Aids Intra-Organizational Knowledge Transfer