As corporate L&D professionals, we have a solemn duty to design, develop, and deliver eLearning that ensures effective knowledge transfers. How do we do it? By being extremely thorough during the development process. Here is a checklist with 10 steps you must follow.

1. 10-point Checklist to Ensure Knowledge Transfer
Through eLearning

2. In corporate L&D, our focus on designing,
developing, and delivering engaging and
informative training solutions should not make
us lose sight of the ultimate goal of training –
Effective Knowledge Transfer!
Here is a checklist of 10 tips that will ensure
that knowledge is transferred effectively to all
learners.

3. A TNI will help you:
• Identify training and development
needs that should be met.
• Spot knowledge gaps that need to be
filled.
• Frame learning objectives based on the
identified needs.
1.
Conduct a Training Need Identification (TNI)

4. 2.
Align Training with Business Goals
By aligning your training with business goals:
• You’re 40% more likely to witness an increase
in business metrics (Brandon Hall Report)
• Your training will have better ROI
• The knowledge transferred to learners
will transform into real-life application

5. State the ‘What’s in it for them?’
Clearly to Learners
• Adult learners will be better motivated
to learn if they know how the training
will help them in their jobs.
• The ‘What’s in it for me’ will also
convey the importance of the training
to learners.
3.

6. 4.
Plan for Just-in-time Training
Problems do not announce themselves in
advance. So, you should have a plan for making
information accessible to learners
at all times.
• Create an online library of various
microlearning assets.
• Develop responsive eLearning courses that
can be viewed at any time, across devices.

7. Connect Current Training with Prior
Knowledge/Training
• Learners understand and retain new
information better when it is built
on their existing knowledge.
• You can use quizzes, icebreakers,
short scenarios, or videos at the
beginning of the courses.
• This will also help assess how much
learners remember from previous
training.
5.

8. 6.
Organize the Content to Increase
Engagement and Retention
• Provide only relevant need-to-know
information.
• Avoid large blocks of text. Use illustrations
and graphics to break up content.
• Use animations, tables, graphs, etc., to
facilitate easy understanding.

9. Use Appropriate Instructional
Design Strategies
• Scenarios to:
 Mimic problems that learners might
face in their job-tasks
 Make them think critically to solve
a problem.
• Videos to demonstrate or explain a
subject or a procedure.
• Simulations to provide learners
hands-on practice experience.
7.

10. 8.
Give Learners the Chance to
Recap and Reinforce Knowledge
• Give learners the chance to practice their
newly acquired knowledge.
• Provide a brief summary at the end of each
learning point and at the end of the course.
• Reinforce learners’ knowledge through
formative assessments and provide feedback
for every response.
• Assess learning with the final quiz, giving
option to retry.

11. Provide Training Supplements to Learners
• Use social learning to encourage
learners to participate in
discussions outside of formal
training.
• Provide a common platform for
group activities like discussion
forums and online communities.
• Allow learners to participate in
one-on-one interactions through
chat boxes and messenger apps.
9.

12. 10.
Plan for Refresher Training
• Provide refresher courses that can be
accessed through mobile devices.
• Ensure they are short and crisp, providing
a coherent summary of important learning
concepts.
• Use interactive videos, quizzes, games,
and job-aids for refresher training.

13. Thank you!
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