In this article:
- Get inspired with our Case Studies and Webinars before defining your training plan
- What should I expect from a training with Gamelearn?
- Define your training plan: profiles, courses and dates.
- Communicate to your employees the new methodology. Send communications with useful information and recommendations.
Get inspired with our Case Studies and Webinars before defining your training plan
We want you to take full advantage of the platform so that you can define the best training strategy for your company. Here are a series of success stories that we would like to share with you, are you ready to get inspired?
- 2100 & Phone House Case Study : Customize a video game to become customer-centric
- Merchants & Vestas Case Study : The client is adapting to the changing wind power sector thanks to game-based learning with Merchants
- Pacific & Coca-Cola FEMSA : The client has provided 850 employees with leadership training using the Pacific video game
- Triskelion & Bombardier : Improving productivity to optimize business results
Have you been inspired? Contact us through this form if you are looking for a specific example related to your sector, need more information or consult any one of our Webinars or client testimonials.
What should I expect from a training with Gamelearn?
On behalf of Gamelearn we offer you tools, advices and resources to make your training projects a success.
It is very important that before kicking off any project with us, that you have a clear definition of what success means to you and what are your objectives that you intend to achieve within your organization.
Once you have your objectives defined, share it with your manager so that we can collaborate together to help you achieve it.
The more specific and measurable your objective, the better.
On the Gamelearn platform you can obtain the following ratios once the training is completed:
- Completion ratio
- Applicability ratio
- Recommendation ratio
It is possible to obtain a 100% completion rate but there are factors that influence the achievement of these objectives. For example, if the training are a mandatory course or offered to your employees as optional. It would be easier to attain better ratios if the training is compulsory or if you wish to provide some incentive to the employees which will encourage them to participate.
If it is not compulsory for your employees to do the training, we recommend that you prepare a good communication plan, select the corresponding profiles within the company that you are going to offer the courses and the dates in which the participants will be doing the courses. All of these factors influence in the engagement of the participants, the ratios and the final results.
Share all this information with your manager so we can help you focus the management of your project according to your needs.
Here are some guidelines to help you set up your Communication Plan.
To improve and get better ratios consult this article:
Remember that the ratios and final results can be obtained directly via the platform, as well as other information related to your account, classes, credits or seats, etc. Click here to know more.
Define your training plan: profiles, courses and dates.
You decide which departments of your organization you want to do the training with. Choose a course or various that best adapts to your needs and of your employees:
Define a training plan: establish a start and end date for each course.
- The time frame of the training should be taken into consideration depending on the availability of your employees, so that they get sufficient time to play and do not coincide with holidays or peak season.
- If you have thought about launching more than one class on the same date, we recommend that each student performs one course at a time to get the best experience out of the training.
- Once the time set has expired, if necessary, you'll be able to extend terms for students who need extra time. Click here for more information: Extension of classes and students. Can I extend the deadline?
Communicate to your employees the new methodology. Send communications with useful information and recommendations.
Before launching the games, you can send out an internal communication creating hype and buzz about the new training method that they are going to enjoy compared to other traditional e-learning or face-to-face courses.
At the tab "Materials" on the left sidebar you can find banners, templates, kickoffs, calls to students, images, etc. from all games to share with your students.
Here are some suggestions we recommend that will bring value to your kickoff:
Revise them carefully in case something does not suit your environment. Adapt the content according to your corporate language and to the target group (the profiles of the ones that will carry out the course). You can engage the participants by adding images of the games and trailer to build interest and motivation.