How to become the best at virtual training with an LMS

Virtual Training

Virtual Training: A complete guide to develop your LMS proficiency

Virtual training options are giving L&D departments all around the country the tools they need to boost engagement and expand their offerings. However, before learners can benefit from such tools, they must first become familiar with the LMS.

That involves using the LMS to learn about the LMS, which is a simple process that occasionally requires more learner assistance.

Take the time to design the correct orientation and onboarding courses before you invest heavily in transferring your primary training resources online so you can reserve classroom time for hands-on learning. This entails learning about proven methods for teaching LMS participation that is already in use in the real world.

What are the real-world aspects of virtual training?

Because of the COVID epidemic, online training in remote work resources is the most common example of virtual training in the real world.

It had been on the rise prior to that, but with the widespread adoption of remote work across industries as a result of need, it became one of the most common forms of remote learning. Learners can use LMS technologies to explore additional corporate resources. It can be intranet workspaces and internal communications platforms, allowing them to better adapt to your organization’s operations.

The tools in today’s adaptive learning settings provide a little extra aid when building an LMS orientation. They not only provide users with information on their activity within the system, but they also provide fresh and review material according to the user’s real mastery of particular course objectives. As a result, an LMS orientation class can be created to keep students enrolled in the course until they are ready to move on to other classes.

Learning with a Learning Management System (LMS): Top 4 challenges

Online training has a lot of benefits and advantages, but it also has some drawbacks and restrictions, just like any other learning method. In certain circumstances, this means that there are some subjects you can always teach more successfully in a face-to-face, hands-on setting. In other cases, it simply means you must rise to the occasion and develop in-course solutions that maximize the value of your LMS training.

1. New user engagement and buy-in

Technology can be worrisome to new users, especially if they don’t have a lot of experience with virtual worlds.

Because of the way online learning has evolved alongside widespread cultural adoption of online spaces in general, it has faced that difficulty from the beginning. Even seasoned users can struggle to form the necessary habits while navigating new systems, therefore feedback mechanisms that re-engage inactive users are vital.

2. Providing opportunities for social learning

The difficulty of establishing social learning possibilities in a course that does not presume learners are present at the same time has been approached in a variety of ways, and it is a recurring barrier for LMS teams wanting to construct online learning tools.

The most frequent are discussion boards that resemble online forums, but new tools are constantly being developed. There is a lot of opportunity for overcoming this particular challenge in the modern LMS with the correct corporate message and frequent participant check-in.

3. The need to adapt instructor habits

Because the habits that make good face-to-face encounters sometimes fail to translate online, experienced teachers may have the most difficulty setting up an effective online learning environment.

One challenge is asynchronous courses that rely on pauses between rounds of feedback. The initial purpose of your training should be to prepare teachers who will teach skills outside of tech training.

4. Meeting the training needs of hands-on learners

Some people learn more effectively when they can receive immediate feedback and watch instructor demonstrations in real-time. Even in face-to-face classrooms, not every talent can be taught in this manner. Still, unless your LMS manager purposefully provides engaging learning objects like some games using gamification, the online classroom might be a difficult environment for those who need to anchor learning in activity.

Types of Learning Management Systems (LMS) courses and systems

While there are many methods to overcome these obstacles to online learning, the ideal approach for your company will rely on the types of courses you plan to provide in your virtual training system.

Because there are a few builds to pick from within the Open LMS family, it also relies on the system’s features and capabilities. To make the best decision for your company, decide on the course alternatives you want to develop and then purchase the LMS package that allows you to do so most efficiently.

Online courses that are asynchronous

The asynchronous course is the most common type of online classroom. It is widely used in corporate training programs and institutions around the country since it allows students to check in whenever they have free time and complete lectures or evaluations at their own speed.

While many courses contain deadlines for milestone evaluations, the learner is usually in charge of how quickly they are completed.

Classrooms that are both traditional and hybrid

A hybrid learning is defined as a course that is primarily delivered online but also incorporates face-to-face learning sessions. Material that is best taught by reading or watching multimedia presentations can be scheduled around the learner’s schedule, with face-to-face time set out for discussions, hands-on skill development, and evaluations.

Attending virtual seminars

The master presenter of an online seminar conveys the material in real-time to the audience, much like their seated ones. In the majority of cases, seminar leaders do not require the skill sets of traditional teachers, but they should have excellent public speaking skills and be knowledgeable narrators.

Online seminars can also be easily recorded for future learners, however, they will be unable to participate in any interactive sessions aimed to reinforce the topic.

Online courses that run in synchrony

While they are in the minority, certain programs do provide online courses that are meant for long-term synchronous learning. In terms of classroom structure and expectations for participation and attention, they work similarly to their offline equivalents, and considerable research indicates that they are not always as effective as asynchronous options for adult learners.

However, there are always exceptions, and it’s worth examining whether a time-based online experience is appropriate for any of your classes.

Choosing the right Learning Management System (LMS) for your course structure

Even if there is no current plan to push things that far, organizations wishing to construct numerous course kinds while tracking skills across all of them would profit from the entire package approach given with designs based around a talent marketplace. Otherwise, you must decide whether you want a bundle tailored to business operations with training or a more typical package geared toward educational institutions.

Although it may appear to be a simple decision, a surprising number of technical sectors prefer online learning that closely resembles the approach employed in schools, so choose wisely.

Virtual training promises to increase program flexibility while lowering costs, but doing so effectively necessitates the adoption of some new methodologies. Kloudlearn is a great resource for virtual training and onboarding. To understand more, request a free demonstration here.


What is the purpose of virtual training?

Virtual training replicates the fundamentals of face-to-face classroom training online in real-time. Virtual training uses virtual classroom platforms to deliver live, interactive online workshops to your employees.

is virtual training effective?

The good news is that virtual training can be highly effective., if not more so, than in-person training.

How long should virtual training be?

Try not to exceed 90 minutes in a single session. When you're going over your to-do list

What are the disadvantages of virtual training?

Simulations that are unrealistic or irrelevant. Limited Types of Feedback and Engagement Doesn't Highlight or Reflect Your Organization's Culture or Structure. Isolation of learners is increased. Technical difficulties.

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