A Model for E-learning Success

Frequently, discussions about e-learning in corporate training environments attract the attention of executives interested in addressing escalating training costs and in using technology to train employees. The implied E-learning promise is that training efficiencies will go straight to the bottom line while revenue growth resulting from training will go straight to the top line.

While true that training efficiencies can be realized from the use of e-learning in corporate environments, it is also true that there can be significant up-front investments required of organizations wanting to pursue custom E-learning initiatives. The price of failure could be high, and as a result, future training initiatives could be given a rough ride.

If employees do not perceive E-learning as a positive development, a consequence is that they may disengage from the learning process. If the bottom line investment in E-learning initiatives is high, the cost of learner disengagement to an organization has the potential to be significantly higher.

Over the next few blog posts, I am going to explore an E-learning Success Model that can be used by organizations considering E-learning as a component of their overall learning and development strategy.

The six strategies of the model that will be discussed individually are:

1. Understand the e-learner
2. Have an on site e-learning champion
3. Provide an in-class orientation for all e-learners
4. Support from the e-learner’s manager
5. Time provided to e-learners during working hours
6. Learners should play a role in choosing their own e-learning courses

This is post 1 of 7 of the E-learning Success Model … view the others by following these links:

1. A Model for E-learning Success
2. Understand the E-learner
3. Onsite E-learning Champions
4. In-Class Orientation for E-learners
5. Support from the E-learner’s Manager
6. Provided time to E-learners during Work Hours
7. Let E-learners Have a Role in Choosing their E-learning Courses