Digitalization & E Learning
                     Digitalization & 
E Learning
www.deeisfordigital.com
  Digital Content
• The digital content and the way of managing it are fast changing into a more 
business-oriented and customer-centric approach. Digital Transformations a
nd advancements in content management practices have led to new ways o
f connecting with broader audiences. Several new possibilities of user intera
ctions are being generated which has now placed customers in a very centr
al role. 
• In a broader sense content in digital media is precisely available for custom
ers and their experiences. Enhancements in Collaboration and Mobility have 
paved the way for much more intelligent systems that are capable of engagi
ng customers, partners, and employees in much better ways.
  Content in Digital Media
• Content in digital media is always cantered around technology, business, and custom
er. It becomes most important that technology is in line with the business needs and e
volves with the fast-changing business and customer demands. A perfect blend of qu
ality content displayed over its digital media can help an organization to achieve signif
icant benefits including but not limited to brand awareness, lead generation to sales, 
and customer evangelism. 
• Digital Learning Content Creation Services help all the associated teams (responsible 
for digitalization) to deliver the differentiated customer experiences that can drive reve
nue growth by: 
• - Allows marketers for time to strategize
• - Expediting content creation and production,
• - Simplifying the management and tracking of assets and campaigns.
• - Presenting an innovative yet sustainable marketing operating model, which is co
st-effective?
   E-learning
• Today, technology has taken over and had becomes the driving force of workplace trainin
g. 95% of respondents to a 2003 survey by the American Society for Training and Develop
ment (ASTD) reported using some form of e-learning in their companies. E-learning (i.e., el
ectronic learning) although is only a few years old, has already been described as the next 
“killer application” for the Internet. 
• Organizations are benefitted with E-learning as:
• - training can be consistently delivered to all employees,
• - training content can be updated as and when needed,
• - the expenses are reduced because of no travel to outside training facilities
• - Training can be delivered on-demand, anytime, and anywhere.
• Because of its cost-effectiveness and just-in-time availability, e-learning was estimated to a
ccount for approximately $11.4 billion of U.S. corporate training investments last year.
        A new trend is developed in organizational Digital eLearning Programs that are to offer le
arners increasingly greater amounts of control over their learning. This type of “learner contr
ol” provides trainees with the freedom to enter and leave instructional material as they see fi
t. Self-pacing allows trainees to work on training tasks as quickly or as slowly as they wish t
o opt for. In addition to self-pacing, learners have been given control over such various instr
uctional elements as the sequence of instructional material, the content of instruction (e.g., 
which topics to study), and the amount of instruction during training.
       Well, Organizations are getting benefitted by employing e-learners through customization 
and personalization of the learning experience and the use of stories to present instructional 
material. Customization as explaining itself typically involves the adaptation of various instru
ctional elements to meet learner preferences and needs. 
       Personalization refers to customizing it as per the need. However, on broader aspects, it i
s the change that is made to the structure of the program to give the feeling that the learner 
is engaged in a conversation with the program. Personalization can be promoted in e-learni
ng by using conversational rather than formal language in onscreen text or audio recording.
 Employee Satisfaction
• Just-in-time availability and cost-effectiveness of e-learning have made it an 
enticing training medium for employee development. However, research on 
e-learning’s effectiveness at workplaces is limited and often reduced concer
ning the type and level of an evaluation conducted. In assessing e-learning’
s effectiveness, most organizations rely on the first level of evaluation frame
work i.e. Employee reactions. Employee reactions generally involve attitude
s toward, and satisfaction with, e-learning or preferences for e-learning com
pared to other modes of instruction. 
• Employee satisfaction with e-learning has also been examined in several lar
ge-scale surveys of e-learning’s effectiveness.