Dispelling the five e-learning myths

first_imgRelated posts:No related photos. Dispelling the five e-learning mythsOn 9 Apr 2002 in Personnel Today Comments are closed. Previous Article Next Article E-learning has picked up its fair share of misconceptions. KnowledgePool’sPaul Butler sets the record straight. E-learning is a panacea that can replace traditional learning methods. E-learningwill never be a suitable learning method for all aspects of training and willfrequently fail to deliver if it is seen as a one-stop shop. It must form partof an organisation’s learning strategy and works best when it is delivered aspart of a blended training solution that may incorporate classroom-basedlearning, interactive learning, online support and mentoring. Employees mayfeel alienated if a personal or group-based training experience is suddenlyreplaced with what they perceive as impersonal technology. Technology and delivery infrastructure products are the most importantelements of e-learning. Many companies implementing e-learning have focusedexclusively on the technology and have forgotten the fundamental tenets oflearning itself. However modern, impressive and accessible it may be,technology cannot deliver a training programme on its own and companies whichhave simply installed technology and stood back, have seen their trainingprojects fail. Technology should never be prioritised over the content of whatis being taught. Engaging with the subject and connecting with the learning iskey to success. E-learning is only suitable for teaching IT courses to the technicallysavvy. E-learning is designed to be self-explanatory and easy to follow,especially if it is used in conjunction with online support and mentoring. Manye-learning programmes are designed to teach non-IT literate staff. E-learningis a highly effective way of delivering soft skills training such ascommunications skills, project management and managing budgets. Companies mustput communications and change programmes in place to ensure staff understandwhat e-learning is. Set time aside for employees to use e-learning withinternal support. Any content developer can become an e-learning company. During thedotcom boom, many content providers with no background in training, setthemselves up as training providers because they were able to deliver coursecontent with the help of technology. Content is only one part of an e-learningoffering and companies should ensure they select an e-learning provider with atraining and education track record if they want e-learning projects tosucceed. E-learning was only a flash in the pan. It is easy to dismisse-learning as another ‘crash and burn’ technology trend that is all hype and nosubstance. However, e-learning does have proven benefits, for exampleup-to-date content, convenience, consistency, flexibility and costeffectiveness. These benefits can be realised if e-learning is implementedstrategically, as a supplement to other training methods and with a fullunderstanding of how it works, what it can and cannot deliver. Paul Butler is CEO of e-learning provider KnowledgePool. www.knowledgepool.comlast_img


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