Monday, August 02, 2004
Online Learning
Why Use E-Learning
The Learning perspective
e-Learning provides a consistent delivery of content that can be updated instantly for all participants. The learning experience has interactive content that is interesting and provides realistic scenarios. Participation is logged to enable monitoring of progress. A range of communication tools provides an interactive virtual classroom with participants and trainers, including audio conference capabilities.
Decrease Time Spent Delivering Training
e-Learning saves time over traditional classroom learning. Travel and time out represent a large drain of the training budget. If learning management is implemented, these expenses can be reduced.
Make Learning more Accessible.
e-Learning is a way to improve access to learning. By bringing learning to the employee through the computer, they have access to training 24 x 7. This is of particular benefit to companies whose employees work multiple shifts and can’t leave their area to attend a class elsewhere, or in companies that are geographically dispersed, which makes classroom training impractical.
Manage Employee Participation and Performance
A learning management system automates the entire learning, performance and tracking process and reports can be generated. The collected data can be used for a number of purposes, including to monitor an employee's performance, to monitor overall mandatory requirements for regulatory agencies, or to supplement an employee's professional development plan.
Give your Organisation a Competitive Advantage
Companies that implement e-learning technology enjoy a competitive advantage. Using technology to teach employees makes a more efficient and effective working environment. Employees are taught faster and more consistently at a reduced cost. This results in being able to get the message and product out to market more quickly, and be positioned to sell new a product as soon as it hits the street. The speed in which you can deploy E-learning also decreases the time it takes for the organization to adapt and change, which can be as if not more important, as getting to market in the first place.
Use E-Learning to Supplement Instructor Led Training
e-Learning will not take the place of traditional instructor led training. There are many instances where “hands on” learning is the most valuable part of the learning experience. For example, new procedures need to be practiced. e-learning can however be used to supplement this kind of learning. For example, an e-learning course reviewing the knowledge and process learned for the new procedure can be taken one month after the initial learning, as reinforcement. An on-the-job mentor (supervisor) can combine to relate the workplace situation for participants, using manuals of procedures.
Learn on Demand
e-Learning can be conducted 24 x 7, anywhere and anytime. This flexibility allows employees to train at their convenience, anywhere there is a computer. Learning can also be conducted in “pieces”, making it more convenient or more palatable in some cases.
Efficiently Train Employees in all Geographical Locations
Organizations that have employees dispersed geographically benefit most from e-learning because of the fact that their travel expenses for both the learners and the instructors will be high. The delivery of the learning is either conducted virtually (synchronous in a live classroom) or remotely.
Manage Diverse Skill Levels
Learners vary in their skill and competency level. They also learn at different rates. E-Learning gives them the opportunity to learn at their own rate. Through the use of pre and post tests, courses can be designed to address differing competency levels. Adjusting the rate of learning for individuals and accommodating different skill levels is more difficult in the traditional classroom setting.
The Learning perspective
e-Learning provides a consistent delivery of content that can be updated instantly for all participants. The learning experience has interactive content that is interesting and provides realistic scenarios. Participation is logged to enable monitoring of progress. A range of communication tools provides an interactive virtual classroom with participants and trainers, including audio conference capabilities.
Decrease Time Spent Delivering Training
e-Learning saves time over traditional classroom learning. Travel and time out represent a large drain of the training budget. If learning management is implemented, these expenses can be reduced.
Make Learning more Accessible.
e-Learning is a way to improve access to learning. By bringing learning to the employee through the computer, they have access to training 24 x 7. This is of particular benefit to companies whose employees work multiple shifts and can’t leave their area to attend a class elsewhere, or in companies that are geographically dispersed, which makes classroom training impractical.
Manage Employee Participation and Performance
A learning management system automates the entire learning, performance and tracking process and reports can be generated. The collected data can be used for a number of purposes, including to monitor an employee's performance, to monitor overall mandatory requirements for regulatory agencies, or to supplement an employee's professional development plan.
Give your Organisation a Competitive Advantage
Companies that implement e-learning technology enjoy a competitive advantage. Using technology to teach employees makes a more efficient and effective working environment. Employees are taught faster and more consistently at a reduced cost. This results in being able to get the message and product out to market more quickly, and be positioned to sell new a product as soon as it hits the street. The speed in which you can deploy E-learning also decreases the time it takes for the organization to adapt and change, which can be as if not more important, as getting to market in the first place.
Use E-Learning to Supplement Instructor Led Training
e-Learning will not take the place of traditional instructor led training. There are many instances where “hands on” learning is the most valuable part of the learning experience. For example, new procedures need to be practiced. e-learning can however be used to supplement this kind of learning. For example, an e-learning course reviewing the knowledge and process learned for the new procedure can be taken one month after the initial learning, as reinforcement. An on-the-job mentor (supervisor) can combine to relate the workplace situation for participants, using manuals of procedures.
Learn on Demand
e-Learning can be conducted 24 x 7, anywhere and anytime. This flexibility allows employees to train at their convenience, anywhere there is a computer. Learning can also be conducted in “pieces”, making it more convenient or more palatable in some cases.
Efficiently Train Employees in all Geographical Locations
Organizations that have employees dispersed geographically benefit most from e-learning because of the fact that their travel expenses for both the learners and the instructors will be high. The delivery of the learning is either conducted virtually (synchronous in a live classroom) or remotely.
Manage Diverse Skill Levels
Learners vary in their skill and competency level. They also learn at different rates. E-Learning gives them the opportunity to learn at their own rate. Through the use of pre and post tests, courses can be designed to address differing competency levels. Adjusting the rate of learning for individuals and accommodating different skill levels is more difficult in the traditional classroom setting.
