Training and learning in the workforce is central to the digital transformation of many businesses. E-learning is leading the way as businesses shift their training priorities to embrace a digital-first approach.
This form of training can be cost effective and it can save time. Savings arise from people no longer needing to leave their workplace to access the training. The process also adds considerable flexibility by enabling 24/7 learning. This can reduce disruptions to the business day by requesting that training takes place outside of the busiest office hours.
Other advantages include the use of electronic systems to keep track of an employee’s training and also to provide proof that a learning module has been completed (with added security that each employee needs to log into a system with an individual password).
Such forms of learning are also discreet, allowing employees who worry about speaking up in a group to complete the learning take in a more private setting. Slow learners can also sequence their own learning and additionally access only the materials they require.
Three case studies
An example of the implementation of an e-learning program is with the English health service. Recently an initiative called the Educator Hub was established as an e-learning resource, aimed at educators and supervisors of medical and nursing staff. The platform includes both academic and video-based practical modules, covering topics like supervision, feedback, and workplace based assessments.
With a second example, the company Kineo aided U.S. Beef with developing an e-learning platform.
Originally U.S. Beef used a structured ‘mentored apprenticeship’ model whereby trainees underwent a six-week paper based program, working directly with Training Managers. The e-platform reduced the training time and allowed U.S. Beef to train twice as many trainees simultaneously.
A third example is the Brazilian Aviation Authority. Due to hugely demanding flight schedules freeing staff for classroom led training proved very difficult. An e-learning solution gave the government backed agency a mechanism to schedule training at optimal time points.
Need for analytics
To be effective e-learning needs to be continually monitored and measured. Some employees might simply fast-forward videos and guess the answers to any end-of-course questions; others might pop out of the room for a cup of coffee. According to mobile learning tool Practi, smart software for training delivery should be able to:
-Assess which learners sign in and begin their learning quickly. Early training intervention can help address and support slow learners.
-Determine the areas of training content that learners engage with the most initially.
-Understand which group of learners starts actively training (as opposed to signing in and out, abandoning unfinished material, and so on).
-Calculate how many learners access optional material and in which sequence.
Further advantages of e-learning include the ability to keep the content fresh and up-to-date through minor tweaks to the online content; the ability to keep and to maintain accurate records; and the easy fit with evidence and competence based learning.
If you found this article of interest and wish to know how e-learning can be effectively evaluated, please read the companion article about learning analytics titled “Digital tools lead to new ways to analysis training effectiveness.”
