Some people might read the title of this post and say e-learning never went away…but I think otherwise.
According to Ambient Research, the self-paced e-learning market dropped between 2007 and 2008 probably because of the recession. But in the 2008-2013 forecast, they do predict an increase in e-learning demand across all sizes of business.
When it emerged on the corporate scene years ago, e-learning was new and cool. Companies invested lots of money in creating e-learning programs. At the end of the day, I’m not sure that e-learning was proven enough to demonstrate the initial investment was worth it. At one point, studies were saying employee retention for e-learning was basically the same (or below) classroom learning.
Since e-learning didn’t set the world on fire, it took second place to classroom instruction.
But a lot has changed. The cost to produce video is decreasing. Today’s training programs need to be short and to the point. They need flexibility in terms of scheduling. This is making e-learning a very viable option.
Tom Bunzel published a post at Workshifting blog outlining the reasons online learning is the future. It’s a thought provoking read – you can check it out here. In addition to Tom’s points, here are some things to consider if you’re wondering if e-learning is an option for your company:
Subjects – Short, direct topics can be easily conveyed via e-learning. Examples might be Ethics or Anti-Harassment. It’s important to balance content with keeping the participant’s attention.
Audiences – Participants who are highly mobile or have a lot of flexibility in their schedules would probably enjoy the flexibility that e-learning provides.
Cost – The number of people who will use this training also comes into consideration. The greater number of participants, the lower cost per person.
Relevance – Subjects that change often could be a challenge in e-learning because of constant revisions. Topics that remain fairly evergreen might fare better.
Of course, there’s more to e-learning development and design than just the four factors above. But given the changing face of our corporate environment, e-learning should be given a serious (perhaps second) look.
Image courtesy of izzymunchted
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HR Introvert says
I agree. My first exposure to this type of training was an off-the-shelf safety program. Good, but too generic. Not enough content matching the actual work environment. Now we produce company specific training for our policy and workplace behavior training – topics which change little and have a broad audience. I think that these match at least three of your points, and that they will prove to be the best choice for these topics.
Jennifer V. Miller says
Sharlyn,
As you say, this post provides an introductory look at how to get started in the online learning journey. I offer this cautionary commentary to those who may see technology as an inexpensive, easy way to educate a workforce.
Call me skeptical, but even if the predicted increase in online learning use materializes, at what cost? No matter the delivery vehicle, good learning design is at the foundation of a powerful learning experience. As a person who’s been in the learning development business for two decades, I’ve heard this song before. Remember “CBT”- computer-based learning? It was supposed to revolutionize the way people accessed learning. Its trajectory is similar to what you’ve described with online learning in this post.
This post raises issues that those of us in the learning field have long grappled with: how to integrate the “newest” technology into the human experience of learning. I agree that online learning has significant potential to deliver an excellent learning experience, at a lower cost than the classroom. I have personally integrated the use of webinars and webcams for training and coaching delivery when the situation warrants it. However, without strong learning objectives tied to business needs and a format that’s engaging, it’ll just be the latest in a series of “fads” that sounded good, but never really delivered.
Sharlyn Lauby says
@HR Introvert – Thanks for the comment. Policy based training is a terrific example of using e-Learning effectively. At one time, I think the cost to produce this kind of short, compliance-related training in an e-Learning format would have been cost prohibitive…but now, companies are reconsidering it.
@Jennifer – I agree with everything you’ve said. Good design is critical and strong learning objectives are key. That doesn’t mean e-Learning doesn’t have a place in the trainer’s toolbox. What I’m seeing as a training consultant are clients who want more than just the typical “classroom” training experience. The demands of the operation, along with delivery costs, are rearranging priorities. Professional trainers will want to pay attention and adjust accordingly.
We both know a thorough assessment and audience analysis will help determine the right delivery vehicle for the topic. My point is companies are looking for efficiency and participants want variety. Today’s audience is happy to spend time in the classroom – for the right topic. But, classroom training is no longer the answer for everything.
Thanks for adding to the conversation!
working girl says
eLearning’s definitely more engaging and practical than it used to be! Great for green initiatives, too, since air travel is one of the biggest carbon villains. I’d also like to see a move toward ‘apprenticeships’ in organizations, i.e., more senior people who maybe haven’t taken the management path actively teaching others in the organization. This requires thinking about incentives, etc., but I think it would help pass along knowledge, recognize knowledge leaders and encourage positive interaction between experience and enthusiasm.
Sharlyn Lauby says
@Working Girl – Excellent point about e-Learning and green initiatives. Besides travel can be a huge training expense.
I like your apprenticeship idea. More organizations should look at it (and internal mentoring) as a way to provide learning opportunities. Thanks for the comment!