(Dutch version: E-learning - een zaak van iedereen Managersonline 10 september 2001)

What is E-Learning?

E-learning is the use of Internet technologies to foster, deliver and to enable learning processes.  (Other sites one and two)

When combined with traditional training approaches, when using the right IT solutions and when used in the right context, e-learning has the potential of radically altering the way employees’ competencies are developed at every level of business. 

The training department is responsible for the right combination of approaches. The IT department is responsible for the hardware and software.  Managers are the critical success factor for the implementation of e-learning.  They create the environment.

Why does a manager have to think about it?

Every manager will have to make decisions about e-learning in the next few years, if he or she hasn’t already.  Why? The use of e-learning is growing at a tremendous rate.  (Other site)   E-learning is a fad.  E-learning is being implemented in a growing number of companies.   More and more young people graduating from Universities, polytechnic schools and secondary schools are being taught using E-Learning.  They expect their employer to offer training in this way.  (Other site)

If e-learning is going to be effective, managers will need to change how they approach employee skill development.  The IT department is going to have to put training requirements ahead of IT wishes.  The training department is going to have to re-invent its approach to training.

A high percentage of e-learning participants fail to finish their courses.  Estimates vary from 50% to 80%.  The main reasons e-learning fails are:

1. Training

   · Individual learning preferences
   · Poorly designed course
   · Substandard/inexperienced instructors
   · Lack of student support
   

2. IT

   · Problems with technology

3. Management

   · Lack of management oversight
   · Students don't have enough time
   · Lack of motivation
   

Training Department’s Business

-Issues-

More efficient ways of Learning exist.  Online courses can be designed to take into account different learning styles.  E-learning programs can determine gaps in knowledge or skills in the users and programs, such as other online courses, coaching or other interventions, can be targeted for that learner or groups of learners.

In spite of the hype about e-learning, most things can’t be taught over the web.  In general, knowledge can be taught but skills (with some exceptions) can’t be. 

Training departments get seduced into thinking that there is an easy fix to acquiring content for e-learning.  One quick fix is buying 100’s of online courses and announce the announce the new corporate intranet university – known as the “spray and pray’ approach. External content providers do have good programs but they have to be carefully screened.  Another way is to put all existing course materials on the web and announce the company now has e-learning - “the dump and pump” approach.  Developing e-learning program ms requires work.  Courses have to be torn apart and reconstructed separating what can be taught on the web and what needs to be taught in other ways. 

Participants in classroom training tend to support each other in the learning process: e-learning is a solitary activity.  Mixing e-learning with traditional methods and using online team assignments goes some way toward dealing with this. 

Plusses

The most obvious advantage is that learning can take place 24 hours a day 7 days a week exactly where and when it is needed or wanted.   Many learners value this flexibility greatly. 

The training can easily be updated.  Because e-learning programs are located in a central location and stored electronically, courses and whole curriculum can be updated quickly and easily.  Classroom training or CD-ROMs materials have to be rewritten and reprinted.

Online courses are a great complement to classroom teaching and coaching and a terrible replacement for them.

Information Technology Department’s Business

-Issues-

Many companies get caught up in the technology of e-learning and forget the learning part.  The IT department does not have the competencies to determine what is a good course or what are good e-learning computer programs.  To be most effective, Training, HRM and IT must come to a consensus about the best combination of hardware and software in the context of a quality training and development strategy.

The hardware and software for delivering, administrating and designing e-learning can be expensive. 

The infrastructure presents problems.  When the software is difficult to use or when course material takes too much time to download, students loose interest.

When participants are not computer savvy they are easily discouraged.  The IT department needs to provide 24 hour a day help service.

Management’s Business

-Issues-

An appropriate learning environment must be created.  In the classroom the instructor is responsible for controlling distractions to the participants.  With computer based training, the participant needs to find a distraction free time and place to take the course.

The choice of who should go to e-learning programs is important. Participants in e-learning programs who finish tend to be: serious, disciplined and self-reliant.  They also have good reading, writing and computer skills to be successful.

Employees often with good reason resists using e-learning and

1.Participants often have to use their computer at home and pay the connection to the Internet.

2.Going away to a course, staying at a nice hotel, having dinner and drinks paid for, having mileage paid for, meeting colleague and having the opportunity to network while being paid for work is difficult to match with e-learning. 

3.Management must actively support the e-learning process because the burden of learning is on the learner.  Time every day and a quiet location without interruptions will need to be allocated for the learning process.  Working on the course needs to have a very high priority.

-Plusses-

An important benefit is the potential cost savings.  The costs of travel, hotels, and meals are reduced.  Time away from the job is also reduced.  Direct training time is unlikely to be reduced. The number of trainers and the time spent on training by in-house content experts can decrease.

The business benefit is greater than the cost savings.  By optimising the learning process the company can be more responsive to the market. 

-Conclusion-

Like all management decisions the use of e-learning is a compromise between benefits and drawbacks.  If a company decides to use e-learning combined with classroom training, coaching, etc, blended learning, management will need to play an active role in the e-learning process if it is to succeed.  

-Links-

1. E-learnframe, “Facts, Figures and Forces behind E-Learning”,
   http://www.elearningshowcase.com/elearningfacts.pdf, August 2000
   
   
2. Linezine, “E-Learning. eLearning. “e”Learning. Elearning”.
   http://www.linezine.com/elearning.htm, Fall 2000
   
   
3. E-Learning Advisor Zone, “Advisor Tips: E-Learning”,
   http://www.advisor.com/Articles.nsf/aid/MEB0102TIPS, Feb. 2001. 
   This site has several articles on e-learning.
   
   
4. Computer World, “Making E-Learning Effective” By Kym Gilhooly,
    http://www.computerworld.com
   /cwi/story/0,1199,NAV47_STO62099,00.html
   16 July 2001.
   
   
5. Workforce: HR Trends and Tools for Business Results,
   “Why Online Learners Dropout”,
   http://www.workforce.com/index.html,
   Membership is required to view this article. It is free. Go to the site and search for “dropout”.