E-learning provides an excellent platform for organizations to maximize their productivity and human resource potential. It provides good opportunities for content and course providers.
The process has an embedded learning management system that enables learners to perform a variety of activities including content creation, tracking, reporting, and management of the learning function.
Learn about:- 1. Introduction to E-Learning 2. Meaning of E- Learning 3. Requisites 4. Types 5. Benefits 6. Advantages and Disadvantages 7. Success Factors.
E-Learning: Introduction, Meaning, Benefits, Requisites, Types, Advantages, Disadvantages and Success Factors
E-Learning – Introduction
As we enter the twenty-first century, the use of e-learning is revolutionizing how people obtain training. Multimedia training programs are now available on CD-ROMs or through the Internet or Intranets. A major advantage of information and communications technology is the ability to provide training faster, at all places at the same time, and potentially at lower costs compared to class-room based instruction.
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Of course, the value of e-learning is enhanced when it is designed for maximum interactivity. Moreover, e-learning basically provides an active learning experience.
As opposed to the computer-based training of the 1990s, the term e- learning is used to refer to training imparted through computers involving technologies that support interactivity beyond the scope of a single computer. E-learning is a method of learning through the use of devices based on computer and communications technology.
Such devices include personal computers, CD-ROMs, digital television, and mobile phones. Communications technology enables the use of Internet, e-mail, virtual discussion forums, collaborative software, and team learning systems. E-learning may also be used to support distance learning through the use of wide area networks (WAN).
E-learning provides an excellent platform for organizations to maximize their productivity and human resource potential. It provides good opportunities for content and course providers. The process has an embedded learning management system that enables learners to perform a variety of activities including content creation, tracking, reporting, and management of the learning function.
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The system is designed/or every learner’s learning ability by refreshing their memories with summary and points to remember.
E-learning derives its value also from the fact that certain skills, such as IT skills, product knowledge, knowledge of company processes, etc., can be taught in an automated way. Thus knowledge can be disseminated and all employees can benefit from it at the same time.
E-learning can be combined with any training process. The archives of the training processes may be put on line to avail them to the employees any time. E-training has a definite advantage over real-time training. It is possible to reach out at the same time to many people who are geographically dispersed.
One major reason for companies to adopt e-learning is the savings on costs and traveling time. The course content used once can always be saved and retrieved. And also the material used in one part of the world can also be used in other parts.
E-Learning – Meaning
E-learning refers to the use of internet or an organisational intranet to conduct training online. E-learning is becoming increasingly popular because of the large number of employees who need training take Wipro, for example, out of its 17500 employees, 2,500 are on-site and 15,000 employees are in off-shore centres at Bengaluru, Hyderabad, Chennai, Pune and New Delhi.
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How to organise training for all these? Wipro also has a policy of subjecting and employee for a two-week training every year. E-learning helps Wipro considerably. E-learning has come a long way from its early days, when it was used extensively for technical education, such as learning new language and familiarisation with new technologies.
It is not, that e-learning replaces traditional training system. In fact, e- learning becomes more effective when blended with traditional learning methods. Many firms use e-learning as a prerequisite before classroom training popularly called blended training, a combination of e-leaning with classroom approach.
Routine Training such as orientation, safety and regulation compliance is best handled in classrooms. Learning that requires discussion, tutoring and team work can go on-line though it might also stay in the classroom.
E-Learning – Requisites to be Provided before Launching E-Learning Online
E-learning simply does not mean putting existing courses and materials on a website.
Following requisites need to be provided before launching e-learning online:
i. Sufficient top management support and funding needs to be committed to develop and implement e-learning
ii. Managers and HR professionals need to be RETAINED to accept the idea, that training is being decentralised and individualised
iii. Current training methods (compared to e-learning are not adequately meeting organisational training needs.
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iv. Potential learners are adequately computer literate and have ready access to computers and the internet
v. Sufficient number of learners exist and many of the self-motivated to direct their own learning
E-Learning – 4 Important Types: Informal, Self-Paced, Leader-Led Learning and Performance Support Tools
There are four types of e-learning:
i. Informal Learning:
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In this type, a learner accesses a website or focused online community and finds pertinent information. This type of e-learning is not training because it does not include a formal instructional strategy consisting a presentation of material, application exercises, and feedback.
ii. Self-Paced Learning:
It refers to the process whereby learners access computer- based training (CBT) or Web-based training (WBT) materials at their own pace, normally on a CD-ROM for CBT or over a network or the Internet for WBT. Learners select what they wish to learn, decide when they will learn it, and set the pace of their learning.
iii. Leader-Led Learning:
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Unlike self-paced learning, this type of e-learning always involves an instructor, coach, or facilitator. There are two basic forms- (a) learners access real-time (synchronous) materials via videoconferencing or an audio or text messaging service, such as Internet chat, or (b) learners access delayed materials (asynchronous) through threaded discussions or streamed audio or video.
iv. Performance Support Tools:
This is an umbrella term for online materials that learners access for help in performing a task, especially related to software. Performance support tools normally lead the user through the steps required to perform a task.
E-Learning – Benefits For Learners, Instructors and Managers
According to Brooke Broadbent, the benefits of e-learning for learners are as follows:
i. Creates interactions that stimulate understanding and the recall of information when learners exchange questions during online discussions.
ii. Accommodates different types of learners and fosters learning through a variety of activities that apply different learning styles.
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iii. Fosters self-paced learning so learners can learn at the rate they prefer.
iv. Provides convenient access to learning material any time, any place.
v. Reduces travel time and travel costs.
vi. Encourages learners to browse for information through hyperlinks to sites on the World Wide Web.
vii. Allows learners to select targeted and appropriate material on the Web.
viii. Provides context-sensitive help through performance support tools.
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ix. Develops technical abilities required to use the Internet.
x. Encourages learners to take responsibility for their learning and builds self- confidence.
According to Brooke Broadbent, the benefits of e-learning for instructors are as follows:
i. Provides convenient access for instructors any time, any place.
ii. Allows pre-packaging of essential information for all students to access and frees instructors to concentrate on high-level activities in the delivery phase.
iii. Retains records of discussion and allows for later reference through the use of a threaded discussion or streaming video.
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iv. Generates more personal gratification for instructors through quality e- learner participation.
v. Reduces travel and accommodation costs associated with training programs.
vi. Encourages instructors to access up-to-date resources on the web.
vii. Allows instructors to communicate information in a more engaging fashion than possible in text-based distance education programs.
According to Brooke Broadbent, the benefits of e-learning for managers are as follows:
i. Provides automated, continuous assessment and reporting of employee participation and progress.
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ii. Reduces capital costs associated with traditional bricks-and-mortar schools and training facilities.
iii. Reduces costs of learning materials, mailing, and telephones associated with distance learning programs.
iv. Allows access to the same materials through a variety of platforms such as Windows, UNIX, and Mac through the use of html files in a browser.
v. Creates more consistency in the training program through a template approach.
vi. Creates a one-stop shopping center through training coordination software to offer courses from across the organization.
vii. Provides access to leading instructors worldwide.
Not every e-learning process, usage, or method is necessarily ‘exclusively e-learning’. Sometimes a hybrid learning system is also used, either combining remote e-learning with direct contact through close-at-hand human educational resources, or combining software-driven resources with human intervention (whether remote or local, computer mediated, such as through e-mail or chat, or non-computer mediated, such as face-to-face or telephone, or combining software-driven resources with any other educational resource, such as television, radio, books, tape, etc.
Advances in technology have allowed for the growth of collaborative Web-based learning opportunities. Asynchronous activities use technologies such as blogs, wikis, and discussion boards, and allow participants to contribute when time allows. Synchronous activities occur with all participants joining in at once, as with a changed session or a virtual classroom or meeting such as those offered by Web Ex, etc.
Debate is still ongoing as to the effectiveness of educational technology in general and the Internet in particular. Many authors have stressed that education at all levels will increasingly employ the Internet.
Increasing connectivity and capabilities through broadband technology coupled with continued resources funneled into the educational system from various governmental and corporate agencies promise to further this trend.
However, research results regarding its benefits are mixed. Fleming and Raptis (2000) conducted a topographical analysis of the literature concerning educational technology and found that the effectiveness is largely unproven. Fabos and Young (1999) conquer labelling much of the literature ‘contradictory, inconclusive, and possibly misleading’.
Lawson and Comber (2000) note that researchers are divided into two schools of thought as to the role that technology will have in education- an increment list role and a transformation role. Their own research was somewhat mixed, with technology and Internet connectivity transforming certain aspects of education but merely increasing efficiency of other aspects.
Golian (2000) summarizes the strengths and weaknesses of the Internet as an educational tool. The benefits of the learning through the Internet are (a) learning at one’s own pace, (b) accessibility, (c) active learning, (d) cost- effectiveness for certain activities, (e) collaborative learning, (f) personalized learning environment, and (g) non-linear learning. The weaknesses include (a) shift of the searching responsibility to the learner, (b) data overload, (c) data unreliability, (d) network/hardware unreliability, (e) access control, and (f) teaching of application rather than theory.
Barriers to utilizing networked e-learning technology have been categorized into four areas- institutional, instructional, technical and personal. Institutional constraints include such issues as financial support and incentive systems. Instructional issues involve time commitments and interpersonal interaction.
Equipment reliability and software adequacy fall into the realm of technical barriers. Finally, personal barriers include technological competence and attitudes toward acceptance of the learner and the instructor. However, Piotrowski and Vodanovich (2000) found research results in these areas to be equivocal.
Several studies have attempted to gauge educator attitudes regarding the use of technology and the Internet. Teachers have typically expressed a conservative view of the effectiveness of computers in education. Research has indicated that utilization of the Internet by teachers is related to personal experience with the Internet in particular and computers in general and institutional support and training.
E-Learning – Advantages and Disadvantages
Advantages of e-learning are:
i. It is self-paced and allows for consistency and incorporates built in guidance and help
ii. It is interactive, tapping multiple trainees senses
iii. Allows for consistency in the delivery of training
iv. Enables scoring of services / assessments and appropriate feedback
v. Incorporates built in guidance and help for trainees, to use when needed
vi. It is relatively easy for trainers to update content
vii. Can be used to enhance instructor led training
While the disadvantages are:
i. May cause trainee anxiety
ii. Not all trainees may be ready for e-learning
iii. Not all trainees may have easy and uninterrupted access to computers
iv. Not appropriate for all training content (e.g. leadership / cultural change)
v. Requires significant upfront cost and investment
vi. No significantly greater learning evidenced in research studies
vii. Requires significant top management support to be successful
E-Learning – Success Factors for Organisations Using E-Learning
It is worth pointing out that organisations using e-learning exhibit a number of common success factors:
i. Cultural change has taken place, about how training and learning happens and is delivered
ii. E-learning is closely aligned to the needs of the business
iii. E-learning is closely “blended” with other types of training such as classroom activities and is not used to wholly replace other activities
iv. Learning needs that drive the technology rather than the other way around
v. E-learning has ongoing support from a senior level and is marketed effectively throughout the organisation
vi. A range of people with different skills are involved, including expert trainers, facilitators, champions of e-learning and specialist web and graphic designers
As a part of e-learning firms are increasingly, making use of web-seminars. Many HR professionals are using web-seminars to organise training sessions to ramp-up new lines and enhance soft-skills, particularly when they have to deal with globally dispersed employees.
Further, web- seminars help HR executives in communicating new or latest company policies and managed employee information web seminars also facilitate involving outstation employees to be virtually present during all meetings.
Web seminars help reduce trainer-trainee travel times, and training budgets, in addition the trainer is able to focus on the contents of training impart more training programmes regularly, and maintain. Training calendar, and get a worldwide employee reach with lesson notes e-mailed before the seminar training modules can be recorded and used in future. Apart from training, web seminars are used by companies for Brand Building, Generating Sales, leads and press meets.