While Web-based e-learning has proven largely successful, effective knowledge transfer can only be achieved if e-learning is blended with instructor-led training. This is the view of CS Holdings director Madelise Grobler, who believes that the key to mixing and matching these two approaches to training is to identify those that are best handled by e-learning technology and those that can be maximised using more traditional methods.
"E-learning has its roots in computer-based training (CBT), which appeared in the early 1980s and used CD-ROMs to teach mostly technical skills to technically-minded people," Grobler explains.
"CBT showed limited success, however, primarily because it didn`t address the psychology of learning. Firstly, all the work was left in the hands of the learner and secondly, people learn best when placed in a stimulating environment where they are encouraged to learn and ask questions. Similarly, e-learning on its own is questionable and should be combined with instructor-led training, workshops, and even on-the-job training to ensure that the required business outcomes are delivered."
Today, e-learning has evolved into a tool that is widely used in both the corporate and academic worlds. According to Online Learning Magazine, the percentage of companies using e-learning to train employees jumped from 16% in 2000 to 24% in 2001. Traditional instruction still leads as it is used in 57% of organisations in 2001, down from 65% last year.
Additionally, research done by IDC shows that as late as 1997, US companies were spending virtually nothing on online training. By 2004, however, IDC predicts that corporate spending on e-learning will increase dramatically to $14.5 billion.
"E-learning is convenient in that learning can be done any time, anywhere and at the learner`s own pace," says Grobler. "Consequently, course completion rates are generally higher."
She points out that companies should not be misled into believing that e-learning is always cheaper than traditional training methods. "It can be if the volumes are high enough, but many companies believe that they can purchase an e-learning course for 10% of instructor-led training. What they fail to realise, however, is that this price covers the software only. No facilitation or infrastructure is provided, both of which are critical elements for achieving the desired outcomes."
"E-learning must also be a monitored process," she continues. "Learners must be supported both during training and when they are back on the job. Testing is equally important and provides the facilitator with essential feedback on whether the learners are absorbing the material effectively. If the e-learning mechanism is flexible, the course can be modified immediately to ensure optimum knowledge transfer."
"Increasing market pressures demand that today`s businesses increase their sales while cutting down on expenses and reducing staff training time. E-learning can disseminate knowledge and skills rapidly throughout an organisation, provided it is carried out correctly and is not seen in isolation," she concludes.
Share