E-learning is constantly evolving as it gains in popularity. HR professionals trying to keep abreast of new developments in training technology can expect the following factors to influence new e-learning programs:
•As learning technology becomes more sophisticated, complex and integrated, some organizations are turning to outsourcing the learning management function as an alternative to in-house implementation.
•Blended learning, a combination of e-learning techniques and classroom instruction, is becoming the norm as a means of leveraging the strengths of each delivery mode.
•Virtual corporate universities, enabled through learning portals, are on the rise as a means of reaching an increasingly dispersed population of employees, partners and customers.
•Learning management systems are commonly linked to skills inventories and role-based competence management systems.
•Learning data is being linked to the business’ performance management and business analytics systems.
Why choose e-learning?
The advantages of e-learning include more efficient design, development, delivery and management of the learning process.
E-learning allows employers to:
•Consolidate all training and development in one spot, with a centralized point of access or portal for corporate-wide training data.
•Cut development and learning time, with the result that costs are reduced and time-to-market is shortened.
•Offer self-service learning anytime, anywhere, improving efficiency.
•Improve the learning process by allowing employees to tailor it to their particular needs and preferences. E-learning supports a wide range of delivery formats — everything from audio and videotapes, CD-ROMs and satellite broadcasts to Web-based training, live virtual classrooms and digital collaboration.
•Combine e-learning with classroom training to blend learning techniques and enhance understanding.
How to implement it
After making the decision to implement an e-learning solution, what are the next steps? The first is to assess educational needs, perhaps by conducting a survey to see which approach would work best.
It’s essential to identify “sponsors” within the organization who will provide the resources and excitement for the program, as well as the means for ensuring people are accountable for learning. Employers may also want to look outside the organization for help, hiring consultants with previous experience in implementing e-learning programs.
The e-learning program should cater to diverse groups within the organization, such as new hires and those wishing to improve their administrative skills along with others looking for more business knowledge. That way the program will be more likely to find widespread acceptance within the organization.
The importance of a human element in the e-learning process can’t be ignored. Learning in isolation on a computer may not appeal to all employees, no matter how stimulating the material. They may prefer a classroom environment, a study partner or at least easy access to a real-life instructor in addition to technology.
Finally, to ensure the program is a success, it’s important to incorporate an element of fun. That way, employees will be encouraged to take part in the program and stick with the courses they enrol in.
Linking it all together
An e-learning solution is an important part of an organization’s overall HR strategy. Selecting the e-learning solution provider that best suites an organization’s needs allows training practitioners to partner it with other preferred providers to create the HR strategy that works best for the organization.
With the onset of extensible markup language (XML) programming and messaging technology, linking the organization’s e-learning solution with its HR solution provides many benefits (for more information on XML, visit www.hrreporter.com, click on “Search” and enter article #1665.). Collaboration between these software programs provides a way of instantly sharing and updating information between them. The e-learning solution can access employee data, and skills and proficiency data can be updated with ease in the HR system.
Linking the solutions together through an HR strategy also allows for single sign-on capabilities, and a central database of information leading to effective reporting and ease of maintenance.
Jeff Koven leads product strategy for Hewitt Associates’ eCyborg HRMS solution. For more information contact [email protected] or visit www.cyborg.com. Look for his next column in the Dec, 1, 2003, Guide to Recruitment and Staffing.
•As learning technology becomes more sophisticated, complex and integrated, some organizations are turning to outsourcing the learning management function as an alternative to in-house implementation.
•Blended learning, a combination of e-learning techniques and classroom instruction, is becoming the norm as a means of leveraging the strengths of each delivery mode.
•Virtual corporate universities, enabled through learning portals, are on the rise as a means of reaching an increasingly dispersed population of employees, partners and customers.
•Learning management systems are commonly linked to skills inventories and role-based competence management systems.
•Learning data is being linked to the business’ performance management and business analytics systems.
Why choose e-learning?
The advantages of e-learning include more efficient design, development, delivery and management of the learning process.
E-learning allows employers to:
•Consolidate all training and development in one spot, with a centralized point of access or portal for corporate-wide training data.
•Cut development and learning time, with the result that costs are reduced and time-to-market is shortened.
•Offer self-service learning anytime, anywhere, improving efficiency.
•Improve the learning process by allowing employees to tailor it to their particular needs and preferences. E-learning supports a wide range of delivery formats — everything from audio and videotapes, CD-ROMs and satellite broadcasts to Web-based training, live virtual classrooms and digital collaboration.
•Combine e-learning with classroom training to blend learning techniques and enhance understanding.
How to implement it
After making the decision to implement an e-learning solution, what are the next steps? The first is to assess educational needs, perhaps by conducting a survey to see which approach would work best.
It’s essential to identify “sponsors” within the organization who will provide the resources and excitement for the program, as well as the means for ensuring people are accountable for learning. Employers may also want to look outside the organization for help, hiring consultants with previous experience in implementing e-learning programs.
The e-learning program should cater to diverse groups within the organization, such as new hires and those wishing to improve their administrative skills along with others looking for more business knowledge. That way the program will be more likely to find widespread acceptance within the organization.
The importance of a human element in the e-learning process can’t be ignored. Learning in isolation on a computer may not appeal to all employees, no matter how stimulating the material. They may prefer a classroom environment, a study partner or at least easy access to a real-life instructor in addition to technology.
Finally, to ensure the program is a success, it’s important to incorporate an element of fun. That way, employees will be encouraged to take part in the program and stick with the courses they enrol in.
Linking it all together
An e-learning solution is an important part of an organization’s overall HR strategy. Selecting the e-learning solution provider that best suites an organization’s needs allows training practitioners to partner it with other preferred providers to create the HR strategy that works best for the organization.
With the onset of extensible markup language (XML) programming and messaging technology, linking the organization’s e-learning solution with its HR solution provides many benefits (for more information on XML, visit www.hrreporter.com, click on “Search” and enter article #1665.). Collaboration between these software programs provides a way of instantly sharing and updating information between them. The e-learning solution can access employee data, and skills and proficiency data can be updated with ease in the HR system.
Linking the solutions together through an HR strategy also allows for single sign-on capabilities, and a central database of information leading to effective reporting and ease of maintenance.
Jeff Koven leads product strategy for Hewitt Associates’ eCyborg HRMS solution. For more information contact [email protected] or visit www.cyborg.com. Look for his next column in the Dec, 1, 2003, Guide to Recruitment and Staffing.
