Course: How to Build Digital Literacy in the Workplace

A practical, workplace ready course outline for closing the digital literacy gap , designed for a real business, not a syllabus for academics. This programme is deliberately pragmatic: short learning sprints, measurable outcomes, and a focus on behaviour change that managers can see on the floor within weeks.

Course title
Digital Literacy for the Modern Workplace: Practical Skills, Critical Thinking and Everyday Adoption

Course overview (short)
This is a blended, competency based programme that equips employees with the digital habits and skills to operate confidently, collaborate effectively and solve problems using everyday digital tools. It balances hands on practice with mindset shifts , critical evaluation of information, simple data handling, secure use of platforms and self directed learning. The course treats digital literacy as a Business strategy rather than a one off training event.

Target audience (randomised)
Emerging leaders and frontline staff working across professional services, retail and operations in medium to large Australian organisations (Sydney, Melbourne and Brisbane cohort focus). Ideal for teams with mixed baseline skills , from novice office users to those who need to adopt collaborative cloud workflows.

Level & learner profile
- Level: Intermediate , suitable for staff who have basic computer skills but lack confidence with collaborative tools, data handling and digital problem solving.
- Profile: Diverse ages, varied prior exposure to technology, differing role requirements. Some will be digital natives in personal life yet struggle with formal platforms; others will be cautious and need structured encouragement.

Preferred duration & format (randomised)
Three delivery options (pick one to suit your Organisation):
- Option A , 3×2 hour virtual sessions (best for geographically dispersed teams).
- Option B , Half day intensive workshop + 4 weeks of self paced microlearning and one follow up 90 minute virtual clinic.
- Option C , 6 week blended programme: weekly 1.5 hour face to face workshops (for a single site), plus online practice labs.

Delivery mode
Hybrid friendly. Core workshops delivered face to face for cohort engagement, supported by live virtual clinics and a lightweight LMS for resources and tracking. Practical labs use real workplace tools (your HRIS, your CRM sandbox, MS 365/Google Workspace).

Random practical constraint (example)
Budget guidance: $495 inc GST per person for the 3×2 hour virtual option (minimum cohort 12). Travel for face to face cohorts negotiable. We can scale with local facilitators in Perth or Adelaide for cohorts >30. Platform: client's preferred LMS or a secure hosted portal we manage. All materials provided in advance.

Why this matters , the strategic case (one or two compelling stats)
- By 2025, the World Economic Forum estimated up to 50% of all employees will require reskilling due to technological change , that's not just HR speak; it's a productivity cliff if you don't act. (WEF, Future of Jobs Report, 2020)
- In Australia the digital divide persists: the Australian Digital Inclusion Index reports ongoing gaps in access and ability across regions and income groups , a practical reminder that workplace literacy must be intentional and targeted. (Australian Digital Inclusion Index, 2023)

Learning outcomes (behavioural and measurable)
Participants completing the programme will:
1. Demonstrate confident everyday use of core workplace tools (email, calendar, cloud drives, collaboration platforms) with fewer than three critical errors in role based scenario assessments.
2. Apply simple data skills , sorting, filtering, basic pivot style thinking , to produce one short report and one visual using existing Company data.
3. Use digital communication norms: clear subject lines, purposeful channels, version control, and appropriate digital etiquette , measurable by pre/post peer rating surveys.
4. Evaluate digital information critically (identify at least three indicators of unreliable sources) and apply basic privacy/security checks.
5. Initiate and complete a workplace micro project using digital tools , measured by manager observed completion and quality rubric.
6. Show improved digital confidence: at least a 25% lift in self reported capability on pre/post surveys.

Course structure , modules and session plans
Module 0 , Pre work and baseline
- Pre course diagnostic (online): 20 minute skills check; self report on confidence and usage; manager nomination of a role based task.
- Manager briefing: 15 minute guide on how to support staff through the programme and how to observe change.

Module 1 , Foundations and mindset (90 to 120 minutes)
Purpose: align understanding and remove fear.
Components:
- Short engagement activity: participants share one tech frustration , quick wins are identified live.
- Core content: principles of digital literacy (access, ability, critical evaluation, safety).
- Practical: a checklist driven walk through of email, calendar, cloud storage and file naming conventions.
- Outcome: participants complete a baseline task (create, name and share a folder; send a version controlled document).

Module 2 , Collaboration & communication (90 to 120 minutes)
Purpose: get teams using the right tool, the right way.
Components:
- Live simulation of cross team collaboration: using shared documents, comments, track changes, and channel vs. email decisions.
- Micro scenarios: Where to post what, internal comms, external client messages, escalation pathways.
- Practical: participants co author a short plan in a shared doc and practice version recovery.
- Outcome: checklist and peer feedback score.

Module 3 , Data sense making for non analysts (120 minutes)
Purpose: demystify data and build practical competence.
Components:
- Short explainer: why data literacy matters for everyday decisions.
- Hands on: importing a simple dataset, cleaning emergent errors, sorting, filtering, pivot style summarising and creating one chart.
- Storytelling: how to frame a one slide insight linked to the Organisation's KPI.
- Outcome: each participant produces a two slide insight and receives facilitator critique.

Module 4 , Digital risk, privacy and ethics (60 to 90 minutes)
Purpose: make safe practice instinctive.
Components:
- Scenario based learning: phishing examples, accidental sharing, and device security.
- Discussion: ethical use of data, voice notes, images in comms , boundaries and consent.
- Practical: configure multi factor authentication, recreate a safe file share routine.
- Outcome: short security checklist signed off by participant and manager.

Module 5 , Problem solving with tools (120 minutes)
Purpose: shift from learning tools to using tools to solve problems.
Components:
- Problem lab: small cross functional teams are given a real workflow friction (e.g., invoice approval bottleneck) and must propose a digital workflow fix using available tools.
- Rapid prototyping: create a mock workflow in a collaborative platform; record a 2 minute pitch.
- Outcome: manager rated feasibility check; one team solution piloted post course.

Module 6 , Self directed learning & peer coaching (90 minutes + ongoing)
Purpose: create learning autonomy.
Components:
- Mapping individual learning plans; micro credential checklist.
- How to learn: best practice for self paced microlearning, micro certifications, and useful curated resources.
- Peer coaching setup: pairings and short mentor scripts.
- Outcome: 30 day learning plan with manager sign off.

Module 7 , Consolidation clinic & assessment (90 to 120 minutes)
Purpose: consolidate skills, test in workplace scenarios.
Components:
- Review of manager observations and participant reflections.
- Practical assessment (role based scenarios) and micro project presentations.
- Feedback loop: participants receive one actionable improvement item.
- Outcome: completion certificate and digital badge (optional).

Assessment & measurement strategy
- Pre/post diagnostics: quantitative skills test and confidence index.
- Role based practical tasks: scored against a simple rubric (accuracy, speed, adherence to conventions).
- Manager observation checklist: three observations during first 60 days post training (collaboration, data use, security practice).
- Employee reflection log: short entries over four weeks to capture behaviour change and blockers.
- KPI dashboards (for programme owners): adoption rates, error reduction, time to complete tasks, ticket reduction (IT help desk), and self reported confidence.

KPIs to track (examples)
- Tool adoption: proportion of team actively using shared drives and collaboration channels as primary file repository (baseline vs. 30/90 days).
- Productivity: measured reduction in time to complete a baseline process (e.g., expense approvals) , target 20% improvement within 90 days.
- Error rates: reduction in misfiled documents or version conflicts , target 40% reduction.
- Learning engagement: completion of micro modules, participation in clinics , target 85% completion for cohort.
- Confidence lift: 25% increase on self rated capability index.

Assessment rubrics (sample indicators)
- Basic tool competency: file saved, correct sharing permissions, appropriate filename , pass/fail checklist.
- Data task: correct filters, logical summary and an insight slide , 4 point scale (novice to autonomous).
- Communication task: clear subject, channel choice, professional tone , peer rated.

Practical activities and learning resources
- Guided labs with step by step task lists and short screencast demonstrations.
- Real templates: file naming conventions, meeting notes, action tracking sheets.
- Micro challenges: 10 to 15 minute weekly tasks (e.g., "clean and summarise last month's sales file").
- Curated resources list: accessible e learning modules, short videos, and quick reference PDFs.
- Optional extra: sandbox access for CRM or finance system for realistic practice.

Customisation & role based tracks
- Track A , Admin & Operations: focus on workflow automation, forms, and simple data reporting.
- Track B , Sales & Client Services: CRM hygiene, digital communication norms, meeting tech and remote presentation skills.
- Track C , Team Leaders & Emerging Managers: digital coaching, change adoption, measuring team digital KPIs.

Facilitation notes (for trainers)
- Keep sessions interactive; no one likes passive slide decks.
- Use role plays and real Company examples , participants remember a problem they recognise.
- Have IT on standby for the first session , quick fixes build confidence.
- Encourage managers to attend the first 30 minutes of Module 1 to show endorsement.
- Avoid jargon. Practical language. Fewer buzzwords. More checklists.

Manager engagement plan
- Pre course manager briefing: expected behaviours to support employees, how to coach and how to observe.
- Weekly manager nudges: short email templates to prompt on the job reinforcement.
- Post course review: manager signs off on micro projects and conducts a simple 15 minute review at 30 and 90 days.

Peer to peer learning & mentorship mechanics
- Pair novices with confident users for four week peer cycles.
- Weekly 20 minute mentor check ins: focus on micro challenges and small wins.
- Internal "show and tell" 30 minute sessions where teams present quick wins , builds culture.

Incentives and cultural levers (some opinions you might not agree with)
- Micro credentials matter more than you think; a short, role relevant digital credential is often more useful than an afternoon of 'awareness' training. (Controversial , some will prefer formal qualifications.)
- Reward small practical wins publicly , a tiny monthly prize for the best process improvement idea using digital tools. Tangible recognition beats another policy memo.
- People learn better when the manager's calendar reflects learning time; make it visible.

Handling common blockers and resistance
- Blocker: "I can teach myself." Response: self teaching is uneven , guided practice reduces risky errors and saves time for the business.
- Blocker: fear of looking incompetent. Response: anonymised practice labs and normalising failure in labs.
- Blocker: inconsistent device access. Response: provide low friction solutions (loaner devices, pre configured profiles) where possible.

Evaluation & continuous improvement
- Review cycle: collect data at 30, 90 and 180 days , adjust modules based on what participants actually use.
- Quarterly review with programme sponsor: present KPIs, manager feedback and case studies.
- Iterative content updates: keep only the tools people use; retire modules that don't drive outcomes.

Scaling the programme across locations
- Train the trainer model for multi site rollouts.
- Local champions in each office to run peer clinics.
- Use recorded clinics for time zone differences , but keep some live touchpoints.

Technology and platform considerations
- Use existing enterprise tools where possible to keep friction low (MS 365/Teams or Google Workspace).
- LMS requirement: lightweight, mobile friendly, ability to track completions and short quizzes.
- Security: host practice data in secure sandboxes; ensure compliance with organisational privacy settings.

Sample week by week schedule (for 6 week blended option)
Week 0: Pre work diagnostics and manager briefing.
Week 1: Module 1 (Foundations), micro challenge 1.
Week 2: Module 2 (Collaboration) + peer coaching starts.
Week 3: Module 3 (Data sense making) + micro project kickoff.
Week 4: Module 4 (Security & Ethics) + clinic.
Week 5: Module 5 (Problem solving) + prototype submission.
Week 6: Consolidation clinic, assessment and next steps.

Measurement templates to use (examples)
- Pre/post survey template: confidence scaled items, tool usage frequency, perceived barriers.
- Manager observation sheet: three items observed, one improvement suggestion.
- Role based rubric: pass/fail items for core tasks plus two stretch indicators.

Budget and resource estimate (example)
- Virtual 3×2 hour cohort: $495 pp inc GST (facilitation, materials, LMS access).
- Half day on site (per city): from $6,500 + travel (facilitator, materials, printed workbooks).
- Train the trainer day: $2,500 for a half day; includes facilitator pack and 12 months' content updates.

Risk register (short)
- Low uptake , mitigate with manager endorsement and visible scheduling of learning time.
- IT friction , run pilot with IT early and allow a 48 hour support window post session.
- Overwhelm , pace the programme and emphasise microlearning to avoid learning fatigue.

Sustainability & long term adoption
- Embed micro challenges into monthly team rituals.
- Quarterly refresher clinics driven by business needs (e.g., new tool rollouts).
- Maintain a lightweight internal knowledge base of "how we do it here" examples.

Appendix , sample assessments & observation rubrics (short summary)
- Practical task rubric: completion, correctness, speed, and compliance.
- Manager observational checklist: 3 items (collaboration practice, data use, security practice).
- Learner reflection prompt examples for 4 week logs.

Final notes (opinionated, practical)
This programme isn't about trying to turn every employee into a data scientist. It's about equipping the people in your organisation with the practical skills to work well in a digital environment , and the confidence to keep learning. Micro certification, manager backing and real workplace projects are the non negotiables. We can make this pragmatic, cost effective and measurable. We've run versions of this across Sydney and Melbourne teams and the small changes compound quickly. Start with a pilot, measure, then scale.