(Doris Loretta, February 10, 2009)

In ASTD’s 2008 industry report E-learning is shown to be favored by many companies as a means of transferring large amounts of content to their workplace learners. E-learning is a term used to describe any type of learning achieved by means of a technology medium. The technology used can come in many forms CD-ROM, videoconferencing, Internet research & reference, pod-casts, on-line PowerPoint-type presentations and electronic performance support such as help links.

There are two basic types of E-Learning. The first is technology based training usually used in a just-in-time and on-demand mode. The second is electronic performance support systems (EPSS) that are called upon as needed to perform the task at hand.

Technology based training is often used to train to deliver training to a large number of learners who are spread over numerous locations. In a Workforce Management article on this issue, Shari Caudron cites how AVCO Financial Services used CBT (computer based training) to train 3,000 employees in 800 branch offices on a new customer-service system. In the 17 hour course the employees saw simulations of actual screens and commands they would use. After completion of the course the employees took an on-line certification test to verify their capability of using the new system and/or areas where improvement was needed.

The second type of E-learning is the electronic support system. Here, training does not occur prior to when the information is needed but is available when the worker initiates the prompt for information. For example, hypertext links to policies or step-by-step instructions can be used to facilitate the task at hand without leaving the job to take a class on the subject. The learner determines when and how much information is needed to perform the job.

In both types of E-learning the learner is no longer passive. The learner must take on the responsibility of driving the internalization of the content. They can no longer blame a “bad trainer” for their lack of learning.

So where does that leave those of us in the training profession? We become not “deliverers of training” as we have been, but we are now “enablers of learning”. We still need the content development skills and will even need the presentation skills when videoconferencing. We must, however, be able to partner with our HR, management, and IS colleagues to create a successful E-learning project.

The development of E-learning is often more costly than that of classroom training. However, E-learning can be less costly over the duration. A short-term budget view will not really reflect the true cost/savings of E-learning. We must partner with the decision makers and council against short-sightedness.

When developing E-learning you must also make friends with your IS professionals. Without their support and knowledge, your new E-learning project will most assuredly fail if it gets developed at all.

Last but not least, we must not be afraid to use these technologies. Learning how to use this method of training will only help us to propel our learners to greater productivity. In this technology-rich world the training profession must get away from the mindset of how many people were in our classrooms and whether we got good evaluations on our “smile sheets” and focus more on actual worker productivity.

Source information:

ASTD 1008 Training Industry Report

Your Learning Technology Primer – Workforce Management

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