SPOC: focus on this e-learning format for training employees

Have you heard of the SPOC, an online training course offering an alternative to the famous MOOCs?

In an increasingly demanding economic environment, the continuous improvement of employee skills is becoming a major challenge for companies. The aim? To remain competitive and in line with an ever-changing market. And to achieve this, online courses are increasingly being adopted.

Although online training courses are attractive, they sometimes struggle to meet the needs of companies and learners. MOOC courses are too general and not interactive enough, and they also have their pedagogical limitations. This is where the SPOC ( Small Private Online Courses) format comes into its own! These courses are accessible to a small number of people, offer the possibility of private coaching, and promise a high level of commitment. This approach is increasingly attracting organisations looking for more effective solutions and individualised support. It's a new teaching method that's really catching on!

What is the definition of a SPOC? What types of SPOC exist, and how do they differ from MOOCs or COOCs? Discover the benefits of SPOCs and our advice on how to create your own!

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Definition of an SPOC, small group online learning

What is an SPOC?

An SPOC is a type of e-learning course inspired by MOOCs, but delivered in smaller groups. It aims to develop learners' skills around a specific issue, by encouraging collaboration and discussion.

The idea of the SPOC did not come out of nowhere: it is part of the evolution of e-learning. Mass training courses (MOOCs) are no longer fully adapted to expectations, so more targeted and interactive forms of learning have emerged.

This concept really took off in the early 2010s, to fill the gaps left by MOOCs. Suffering from a lack of follow-up and a high drop-out rate, MOOCs were often criticised. The aim? To reproduce the effectiveness of traditional classroom teaching, but in a virtual classroom, with high-quality collaborative exchanges and real professional support. Today, companies and universities are using SPOCs to offer employees and students training that is more engaging and professional.

What does SPOC mean?

The acronym SPOC stands for small private online courses.

• S for small: reserved for a small group of employees (15 to 50 participants), which means that the trainer(s) can provide real support.
  
  
• P for private: this is not open to just anyone, either because there is a selection process on entry, or because it is set up by a company for its employees to address a specific issue.
  
  
• O for online: everything takes place online, so you can take advantage of all the benefits of e-learning (low costs, flexibility, customised content, etc.).
  
  
• C for courses: courses generally use a variety of media (videos, documents, videoconferencing, chat, quizzes, team workshops, etc.) and end with a certification or diploma depending on the context.

💡 The SPOC is a professional training course that adapts to the expectations of companies and guarantees greater attendance on the part of the trainee, thanks to precise targeting of their needs and better follow-up by the trainer.

Types of SPOC

There are two types of SPOC:

• inter-company SPOCs, which bring together employees from different organisations.
  
  
• intra-company SPOCs, which are tailor-made to meet the needs of a single company.

And while the corporate SPOC format can be adapted to any problem, the following are some of the most successful:

• improving language skills
• learning new software
• onboarding new employees
• implementing new working methods.

What is the difference between MOOCs, SPOCs and COOCs?

Despite their similar acronyms, these types of digital training meet different needs and complement each other on the market. But when it comes to training company employees, the SPOC seems to be the best option.

💡 Bonus: are you familiar with SOOCs? These Small Online Open Courses are free and open to all (like MOOCs). The difference is that they take place in small groups, because they deal with niche expertise that few people are suited to studying.

At company level, use DAPs (Digital Adoption Platforms).

Why choose a SPOC? Undeniable advantages

Advantage no. 1: an expert trainer

The SPOC is generally taught by an expert in the field, who passes on all his or her experience and know-how in a specific area of expertise.

Advantage no. 2: assessment and certification

The SPOC includes an assessment system, leading to a certificate of completion. This reassures the employer by attesting to the new skills acquired by the employee. For their part, employees can add value to these new skills on their CVs.

Advantage no. 3: better follow-up than MOOCs

Thanks to the small number of participants, the trainer can monitor each learner's progress individually. Consequences:

• the SPOC guarantees a lower drop-out rate (which is still 93% for MOOCs, according to Boost Your Learning);
• employees feel better guided and motivated. They have a privileged contact who can help them to move forward, solve problems, and with whom they can exchange ideas to move in the right direction;
• SPOCs offer companies the assurance of a comprehensive learning programme, from which employees will emerge with real skills. They will be monitored and assessed, rather than just passively receiving information.

Advantage no. 4: motivating teaching methods

While SPOCs adopt the best practices of MOOCs (videos, quizzes, etc.), they are also characterised by the presence of practical, operational exercises and collaborative work.

Social learning, group dynamics and exchanges (with the trainer and between learners) are fundamental to SPOCs. They help to keep people motivated and enable them to draw on the group's dynamism and collective intelligence to rapidly develop their skills.

Benefit no. 5: ROI and flexibility

Thanks to better-targeted training, participants find their place in this digital learning and are more willing to learn. The result? Drop-out is limited and learners are more committed to the activity. ✅

With more employees completing the training programme, your original investment pays off. Thanks to this professional training programme, a genuine transfer of skills and knowledge is achieved, and you benefit fully from it.

What's more, the content available online can be accessed at any time. Ideal for learning that fits in with the participant's timetable without affecting their productivity. With SPOCs, you can adapt distance learning to your company's needs.

The disadvantages of SPOCs

Although SPOCs offer many advantages, this type of training also presents challenges that can slow down its adoption or make it more complex to set up:

• Higher cost: an SPOC involves higher costs than a MOOC or sometimes even a face-to-face course. It is often necessary to have a dedicated trainer and personalised content for employees.

• Strong commitment from the trainer: SPOC training for a small group is great, but it requires a huge commitment from the teaching professional. For this teaching method to be a success, the trainer has to be in constant contact with the employees, answering their questions, providing them with information and monitoring their progress. This represents a heavy workload, even though it is essential to the success of the SPOC. The trainer must also be able to adapt and evolve according to the needs of the learners.

• Difficulty in mobilising small groups: the whole point of the SPOC lies in the dynamism of the people present. Depending on the group, the result will be different. People who are too passive or demotivated will be detrimental to the training. Unlike MOOCs, exchanges and communication are essential for SPOCs.

• Technology required: to carry out the training project successfully, the SPOC relies on e-learning platforms to manage the modules, assessments and follow-up. If your company does not have the right technology, this could change the way the SPOC is carried out, and perhaps make it less effective.

Applications of SPOCs in training

With a more targeted and flexible form, SPOCs are increasingly being integrated into schools and universities as a complement to traditional courses. It is no longer an approach reserved exclusively for businesses. SPOCs are attractive in a number of ways:

• as a complement to traditional courses: they can be deployed in parallel with classroom-based training, making it possible to follow courses in a personalised way. For example, they can be used to expand on concepts or provide additional resources.

• Remediation: to support a learner who has received a series of poor marks during their studies or who has gaps in a particular subject. The individualised digital approach makes it easier to understand the material more quickly.

• Specialisation: SPOCs allow you to develop a specialisation in specific subjects, such as specific software, methods or technical issues.

SPOCs help to better prepare students for the demands of the job market. 🤓

5 tips for creating your SPOC

To create your own SPOC, follow our 5 tips!

Tip No. 1: frame before you launch

Define clearly:

• your objectives,
• your target audience
• the duration and pace of the course,
• its structure,
• the different formats,
• assessment methods, etc.
• A SPOC for medical students is not the same as a specialist communications course.

You should also think about your budget. The costs of the various tools and platforms, the remuneration of the contributors, the design time... All this represents an investment. Realistic planning avoids unpleasant surprises. 🙌

Tip no. 2: build the scenario

A good SPOC relies on a fluid and engaging progression. Structuring the content into short, dynamic modules with varied activities avoids the online lecture effect.

So take care with the general framework, the topics to be covered and the sequence of chapters. To visualise the learning path clearly, use a mind map or a course map.

Tip 3: Create the content

Once the learning scenario has been defined, it's time to create the materials! Varied, interactive content (texts, videos, podcasts, etc.) will capture participants' attention more effectively. Encourage clear writing adapted to the level of the audience and the use of short, effective videos and multimedia content.

When constructing assessments, think about regular quizzes and exercises to check learners' progress, and vary the formats to avoid monotony.

Tip 4: Use serious games

Use serious games, scenarios and simulations to make the experience even more immersive and motivating! This mode of learning is particularly effective for engaging learners and getting them to learn while having fun. 🤹

Tip 5: Use training tools to create your course

Use training tools to create your course (e-learning or digital adoption platform). Here's a selection of high-performance software:

• 🛠️ Apolearn: design complete, relevant and customisable learning paths in over 200 different formats (from text to webinar to audio) for your MOOCs, SPOCs or face-to-face courses.
  
  
• 🛠️ Créa Learning: quickly and easily create any type of content (video, sound, text) and test different assessment methods (quizzes, fill-in-the-blanks, MCQs, etc.), all at a very attractive price.
  
  
• 🛠️ K-studio: create training courses, step-by-step and interactive assessment exercises on an interface simulating your business software, where employees can get to grips with the functionalities and processes in real-life conditions.

Measuring the impact of an SPOC: indicators and best practice

To guarantee the effectiveness of your SPOC, it is essential to monitor key indicators (KPIs) and adjust the course according to the results:

• Completion and engagement rates:
  • Identify how many learners complete the course.
  • Analyse the time spent on each module and the level of participation in discussions.
  • Identify any sticking points so that you can learn from them and improve future sessions.
• Track progress:
  • Incorporate quizzes and regular assessments to measure your teams' progress.
  • Organise role plays or case studies to test under real conditions.
  • Encourage feedback for personalised support.
• Learner satisfaction and feedback:
  • Gather opinions using questionnaires and interviews.
  • Check each time that the content is still relevant and that the difficulty is appropriate.
  • Adjust the programme according to feedback and any new needs.
• Long-term impact:
  • Compare skills before and after teaching.
  • Monitor how well you are applying what you have learned in everyday life.
  • Check the tangible benefits after a few months to adjust future sessions if necessary.

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SPOC: a bright future?

You've now learned your lesson and know everything there is to know about SPOCs. There's no doubt that this format will fit in perfectly with your company's ambitions... while you wait for the next developments.

One thing is certain: technological advances will offer ever more possibilities for enhanced learning experiences, in line with business challenges and changes in the professional world.

In these uncertain times of global pandemics and widespread teleworking, face-to-face learning is increasingly being called into question. E-learning and SPOCs still have a long way to go!