In order to gauge the success rate of an e-learning initiative, one has to bear in mind that ideas regarding success, e-learning and the measurement thereof, differ greatly, says Frederick Morrison, group MD of Vesta Technology Holdings.
Morrison believes that within the South African context it is important to correctly identify the environment within which companies are functioning, before embarking on an e-learning initiative.
"Technology is the same whether in Beijing or Beirut, but the adoption and challenges faced by enterprises in implementing and maximising the benefits of that technology, certainly differ from region to region," says Morrison.
Morrison classes e-learning as a process of knowledge transfer throughout a company. This, he says, includes external sources of knowledge and learning, company-specific learning, best practices, availability of material throughout the company and, lastly, the tracking of this knowledge.
It is clear that a holistic and integrated approach is needed to exploit the full potential of corporate knowledge. In terms of measurement, Morrison advises enterprises to bear in mind that the rules and criteria for each company are different and careful consideration should be given on how to apply these rules.
"It is important to identify these criteria for measurement early on, as recognition, reward and success of the e-learning process will be measured against it," comments Morrison. He suggests that return on investment is often difficult to accurately identify, so a view on the benefit model of this process is critical.
On deciding what must be measured, Morrison is quite clear. "At learner level, one has to track access to content on granular level as well as pre- and post-learning assessments. Prior learning has to be recognised and then one must identify new skills acquired on every level while also taking soft skills into account."
Morrison maintains that these are just some of the pointers to track as part of the e-learning initiative. "All this information must form part of a data collection strategy to be used to enhance training methods," he says.
Performance criteria of the individual will help to identify and enhance his particular performance. If this measurement indicates under-performance, action can be taken which may include the changing of the individual`s learning environment. "The aim at all times is to reach the highest possible level of learner satisfaction and absorption," maintains Morrison.
However, considering individual e-learning measurements are not enough, it is also vital to make assessments on the corporate level. "Without individual measurements ironed out, one is, however, unable to truly maximise the possibilities of e-learning within any organisation. It is not just another way of presenting information, its integration into the company will certainly impact its long-term success," concludes Morrison.
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