When 24 hours a day is not enough, companies are seeking to push forward the boundaries of the training service they provide and to implement an e-Learning solution.
The overall goal is to offer the staff a captivating and learning-rich environment that is available anytime, anywhere, in any amount and at a lower cost. This will increase employee productivity, enhance employee skills and reduce costs.
Companies recognize that along with technologies and business practices, some skills are changing so quickly that they're outdated within a few years. In addition, the range of skills required of the average employee is increasing. In this changing environment Companies will use e-Learning to re-skill and keep pace with the changing technological and business world.
The business case for e-Learning is relatively straightforward: Cost savings of approximately 40% can be achieved by using e-Learning over classroom training. With e-Learning there is little downtime, employees can fit training into their work schedule by taking courses at their desk instead of off-site. There are also other important organizational factors that are difficult to measure such as increases in productivity, improved retention of employees, decrease in customer complaints etc. However, implementing a successful e-Learning program is a challenging undertaking. An e-Learning infrastructure must be created, that includes the ability to deliver online courses, manage and track the results. The infrastructure must also be capable of creating compelling content in a reasonable and expeditious manner either in-house or with outside vendors. More importantly the infrastructure must be flexible, easy to maintain and capable of accommodating future technical changes.
The business advantages of e-learning have to be seen according to each specific case but it is a reality that good e-learning courses allow more flexibility both for employers and for their employees since participants can reduce their time away from the job; they receive just-in-time training that can be carried out in-house and when supported by the adequate learning materials, e-learning allows learners to study in an independent manner and when their time allows them.
Implementing e-learning requires a minimum technological platform: necessary hardware, adequate telecommunication capabilities, current browser versions, access to software, etc. As part of implementing this new learning technology, and in an effort to not create distrust and frustration in employees, the organization should ensure appropriate technological capability. The system should be completely tested and user problems anticipated and addressed.
Not only is it important to think of the internal equipment and software that deliver Web-based learning, but also to think of the end-user’s office and home PCs, portable PCs, printers, phones, and vendor technology. Again, while e-learning provides cross-platform flexibility, it also requires that astute consideration be given to all the possible permutations of equipment that may be used to complete on-line coursework.
Elements of a Successful e-Learning Program
The following is a list of the key elements for the success of the e-Learning initiative:
• Company Goal: A successful e-Learning program must have a well-defined goal.
• Business Case: A compelling business case must be made to show the corporate benefits of achieving the e-Learning goals.
• Implementation Plan: A comprehensive plan must be written detailing the steps involved in implementing and providing continuing support to the e-Learning initiative.
• Phased Implementation: Implementation should be incremental. It is important to establish e-Learning “wins” early in the implementation.
• Good Implementation Team: An implementation team must be assembled that consists of management, subject matter experts and personnel from Information Technology. Selected vendors should be allowed to participate on an invited basis.
• Support Employee Adjustment: Adjustments must be made by the existing training staff and also by the learners. Good follow-up will ease the adjustment.
The following steps can help you make a business case for e-Learning
Before the e-learning course
1. Share your vision on how e-learning can add value to the business
2. Explain your strategy and way of working including the benefits and success cases
3. Map the business opportunities and threats
4. Segment those parts where e-learning can strengthen the business
5. Determine the possible economic profit and potential proportion of added value of e-learning
6. Determine the total setting in which e-learning will add value and set the requirements
7. Calculate the initial investment for e-learning based on the projected returns
During the e-Learning course
1. Determine the interdependencies with other stakeholders, factors and interventions
2. Form a steering group with stakeholders based on the interdependencies
3. Determine the lag indicators (final results)
4. Determine the performance indicators of e-learning (lead indicators)
5. Determine how the results will be presented to the main stakeholders including participants
6. Determine how the effects will be monitored and evaluated
7. Set up a data collection plan
After the e-Learning course
1. Collect and analyze the data
2. Present the results periodically to all stakeholders
3. Determine how the added value of the e-learning intervention can be optimized based on the data
4. Adjust and optimize the e-learning intervention
5. Determine the final added value and return on investment with the focus group
6. Publish or present the final results to external parties
7. Celebrate your success
Though customized e-learning trainings can meet exactly the needs of the learners and therefore have a positive impact on their efficiency, Instructor led trainings (ILT) are of course still effective ways to learn new topics and acquire new skills, especially in terms of behavioural changes but they usually result in high costs in terms of fees, travel and lodging expenses - and of course - costs resulting from the employee’s absence from the workplace.
Implementing an e-Learning program will change established practices. Some individuals will resist these changes. The key to overcoming this resistance is to establish a clear goal for the e-Learning program that delivers strong benefits and rewards. These goals should be communicated to the organization and support for the e-Learning initiative should be solicited. Implementation should proceed at a steady but deliberative pace to reduce the risk of failure and to establish early wins. The e-Learning initiative should then proceed more aggressively since e-Learning is one of the few IT investments that has been shown to deliver tangible results for a large number of organizations.
The business case for e-Learning is relatively straightforward: Cost savings of approximately 40% can be achieved by using e-Learning over classroom training. With e-Learning there is little downtime, employees can fit training into their work schedule by taking courses at their desk instead of off-site. There are also other important organizational factors that are difficult to measure such as increases in productivity, improved retention of employees, decrease in customer complaints etc. However, implementing a successful e-Learning program is a challenging undertaking. An e-Learning infrastructure must be created, that includes the ability to deliver online courses, manage and track the results. The infrastructure must also be capable of creating compelling content in a reasonable and expeditious manner either in-house or with outside vendors. More importantly the infrastructure must be flexible, easy to maintain and capable of accommodating future technical changes.
The business advantages of e-learning have to be seen according to each specific case but it is a reality that good e-learning courses allow more flexibility both for employers and for their employees since participants can reduce their time away from the job; they receive just-in-time training that can be carried out in-house and when supported by the adequate learning materials, e-learning allows learners to study in an independent manner and when their time allows them.
Implementing e-learning requires a minimum technological platform: necessary hardware, adequate telecommunication capabilities, current browser versions, access to software, etc. As part of implementing this new learning technology, and in an effort to not create distrust and frustration in employees, the organization should ensure appropriate technological capability. The system should be completely tested and user problems anticipated and addressed.
Not only is it important to think of the internal equipment and software that deliver Web-based learning, but also to think of the end-user’s office and home PCs, portable PCs, printers, phones, and vendor technology. Again, while e-learning provides cross-platform flexibility, it also requires that astute consideration be given to all the possible permutations of equipment that may be used to complete on-line coursework.
Elements of a Successful e-Learning Program
The following is a list of the key elements for the success of the e-Learning initiative:
• Company Goal: A successful e-Learning program must have a well-defined goal.
• Business Case: A compelling business case must be made to show the corporate benefits of achieving the e-Learning goals.
• Implementation Plan: A comprehensive plan must be written detailing the steps involved in implementing and providing continuing support to the e-Learning initiative.
• Phased Implementation: Implementation should be incremental. It is important to establish e-Learning “wins” early in the implementation.
• Good Implementation Team: An implementation team must be assembled that consists of management, subject matter experts and personnel from Information Technology. Selected vendors should be allowed to participate on an invited basis.
• Support Employee Adjustment: Adjustments must be made by the existing training staff and also by the learners. Good follow-up will ease the adjustment.
The following steps can help you make a business case for e-Learning
Before the e-learning course
1. Share your vision on how e-learning can add value to the business
2. Explain your strategy and way of working including the benefits and success cases
3. Map the business opportunities and threats
4. Segment those parts where e-learning can strengthen the business
5. Determine the possible economic profit and potential proportion of added value of e-learning
6. Determine the total setting in which e-learning will add value and set the requirements
7. Calculate the initial investment for e-learning based on the projected returns
During the e-Learning course
1. Determine the interdependencies with other stakeholders, factors and interventions
2. Form a steering group with stakeholders based on the interdependencies
3. Determine the lag indicators (final results)
4. Determine the performance indicators of e-learning (lead indicators)
5. Determine how the results will be presented to the main stakeholders including participants
6. Determine how the effects will be monitored and evaluated
7. Set up a data collection plan
After the e-Learning course
1. Collect and analyze the data
2. Present the results periodically to all stakeholders
3. Determine how the added value of the e-learning intervention can be optimized based on the data
4. Adjust and optimize the e-learning intervention
5. Determine the final added value and return on investment with the focus group
6. Publish or present the final results to external parties
7. Celebrate your success
Though customized e-learning trainings can meet exactly the needs of the learners and therefore have a positive impact on their efficiency, Instructor led trainings (ILT) are of course still effective ways to learn new topics and acquire new skills, especially in terms of behavioural changes but they usually result in high costs in terms of fees, travel and lodging expenses - and of course - costs resulting from the employee’s absence from the workplace.
Implementing an e-Learning program will change established practices. Some individuals will resist these changes. The key to overcoming this resistance is to establish a clear goal for the e-Learning program that delivers strong benefits and rewards. These goals should be communicated to the organization and support for the e-Learning initiative should be solicited. Implementation should proceed at a steady but deliberative pace to reduce the risk of failure and to establish early wins. The e-Learning initiative should then proceed more aggressively since e-Learning is one of the few IT investments that has been shown to deliver tangible results for a large number of organizations.
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