Learning to manage e-learning
While those that have managed to crack the implementation algorithm are overwhelmingly enthusiastic, there are some significant pitfalls e-learning managers need to watch out for when implementing an online learning system.
Web Raven's Wickman says the decision to implement a system is unlikely to succeed unless it has the enthusiastic support of upper management.
"The purchase of an e-learning suites really affects the full strategic direction of a company and it is important to coordinate it in the overall direction of the company," Wickman says. "If they just hand it to the IT department and expect them to deal with it, it will not have the management support it requires."
IBM's Haas says organisations need to look at the implementation of an e-learning technology from several different angles.
"One of the key challenges in migrating to an e-learning approach is understanding the context of learning within an organisation," Haas says. "There is no doubt that people often view training as a reward; they enjoy taking the afternoon off work and going into the class room and getting the Minties. People see it as all part of the training experience and e-learning takes it away."
For this reason Haas says managers need to be aware of the role training plays within an organisation and take this into account when implementing the solution.
One of the key groups management needs to pay attention to is trainers, who may feel threatened by a new e-learning system. However, the most successful implementations are those which integrate face-to-face training into their systems.
"The success rate and satisfaction rate is far higher in a blended environment where e-learning is used to compliment and support face-to-face training," Wickman said. "It shouldn't be seen as a replacement."
Having implemented such an approach Rebel Sport, Ford says e-learning should be implemented where it is most appropriate, but not in every instant where training is required.
"Originally we always had to keep an eye on measuring quality of training rather than quantity and that is where a lot of other companies come into pitfalls," Ford said. "Not only does it need to be interactive, it needs to be effective."
