The concept of e-learning is by no means a new one, but the recent spike in its uptake is sending the industry reeling, as learning institutions are grappling with increasing their services to include online training.
In the past e-learning was predominantly used and exercised by IT savvy organisations unafraid of making use of the Internet as an extension of their business. But the landscape is changing and today we are seeing growth in this industry from the retail, financial, mining and government sectors, and today the e-learning industry is a $56,2-billion global business.
According to Kerry Evans, managing director at Quintica, a specialist IT services company and niche training service provider, the growth in e-learning is indicative of an industry that is starting to embrace the need for a classroom beyond the confines of the business and that is accessible in realtime.
“E-learning is any learning that is supported electronically. This can be through a portal, via a Virtual Private Network (VPN), or through a tailored learning programme designed specifically with the needs of the customer in mind,” states Evans.
“The true benefits of e-learning is that it not only negates geographical barriers, but it also available at an individual or company-wide level, it ensures that employees no longer need to spend days out of the office and it also extends or reduces (depending on the learner) the time needed to complete a course.”
A huge factor in its growth, according to Evans, is that e-learning can also be done at a fraction of the cost of classroom-based learning as it requires less physical overhead to deliver. In addition courses can be tailored to the needs of a business and the literacy level or competence of the individual.
“A student who wants to take an ITIL Foundation course as an example can now sign up independently, or through their business, and complete the course over a 90 day period – although the physical course is usually done in three days. However if the learner wants to dedicate the time online they too can complete it in three days – ultimately the power lies in the hands of the individual.
“That said, it is not always desirable for companies to leave their employees to their own devices, which has led to a new trend in e-learning where management consoles are provided to employers so they can map and monitor the progress of their staff through a dashboard and then marry these back to the individual’s KPIs,” she adds.
The facts speak for themselves and a recent survey by US-based Web training company certifyme.net highlights that more than 77% of US organisations now make use of e-learning in their business. The survey also showed that these companies are saving up to 70% on the actual costs of training.
But e-learning can have limitations if it is a one-way experience from the learners’ side. Evans says it is critical to pad your e-learning delivery mechanisms with online support through chat rooms, or instant messaging as well as same day e-mail support, and mentoring. Without these the learner may feel they are in over their heads and kick back, without ever finishing their qualification.
“Importantly once an e-learning course has been delivered and a learner is certified, there also needs to be additional follow up and support for the individual. The key here is to offer interactive and experiential training exercises where individuals can take what they have learnt online and re-enact these is a practical environment through aspects such as simulation training.
“In support of this Gartner recently reported that by 2012, high-performing enterprises will shift 50% of development spending from training to experiential learning programmes to boost employee effectiveness. At Quintica we have already seen this at play in the local market as more of our customers are actively pursuing and investing in some of our simulation training packages,” states Evans.
While e-learning offers the promise of flexibility, productivity gains, an increase in employee satisfaction and cost savings, Evans warns that one shouldn’t be complacent when selecting a training partner.
“Always ensure your training partner is accredited and/or certified by an international organisation.
“That the exams you are paying for are globally recognised and so is the courseware. Never select on cost alone, look at the services included in the package and make sure that your learners will have support mechanisms they can tap into, and lastly try and supplement their learning with experiential exercises or simulation training so that they can apply what they have learnt in a ‘real-world’ format,” urges Evans.
“Ultimately, e-learning can be all it promises and more, but it can also leave you out of pocket and your people none-the-wiser than when they started. Choose wisely and invest soundly and you and your staff will soon reap the benefits of e-learning,” she ends.
In the past e-learning was predominantly used and exercised by IT savvy organisations unafraid of making use of the Internet as an extension of their business. But the landscape is changing and today we are seeing growth in this industry from the retail, financial, mining and government sectors, and today the e-learning industry is a $56,2-billion global business.
According to Kerry Evans, managing director at Quintica, a specialist IT services company and niche training service provider, the growth in e-learning is indicative of an industry that is starting to embrace the need for a classroom beyond the confines of the business and that is accessible in realtime.
“E-learning is any learning that is supported electronically. This can be through a portal, via a Virtual Private Network (VPN), or through a tailored learning programme designed specifically with the needs of the customer in mind,” states Evans.
“The true benefits of e-learning is that it not only negates geographical barriers, but it also available at an individual or company-wide level, it ensures that employees no longer need to spend days out of the office and it also extends or reduces (depending on the learner) the time needed to complete a course.”
A huge factor in its growth, according to Evans, is that e-learning can also be done at a fraction of the cost of classroom-based learning as it requires less physical overhead to deliver. In addition courses can be tailored to the needs of a business and the literacy level or competence of the individual.
“A student who wants to take an ITIL Foundation course as an example can now sign up independently, or through their business, and complete the course over a 90 day period – although the physical course is usually done in three days. However if the learner wants to dedicate the time online they too can complete it in three days – ultimately the power lies in the hands of the individual.
“That said, it is not always desirable for companies to leave their employees to their own devices, which has led to a new trend in e-learning where management consoles are provided to employers so they can map and monitor the progress of their staff through a dashboard and then marry these back to the individual’s KPIs,” she adds.
The facts speak for themselves and a recent survey by US-based Web training company certifyme.net highlights that more than 77% of US organisations now make use of e-learning in their business. The survey also showed that these companies are saving up to 70% on the actual costs of training.
But e-learning can have limitations if it is a one-way experience from the learners’ side. Evans says it is critical to pad your e-learning delivery mechanisms with online support through chat rooms, or instant messaging as well as same day e-mail support, and mentoring. Without these the learner may feel they are in over their heads and kick back, without ever finishing their qualification.
“Importantly once an e-learning course has been delivered and a learner is certified, there also needs to be additional follow up and support for the individual. The key here is to offer interactive and experiential training exercises where individuals can take what they have learnt online and re-enact these is a practical environment through aspects such as simulation training.
“In support of this Gartner recently reported that by 2012, high-performing enterprises will shift 50% of development spending from training to experiential learning programmes to boost employee effectiveness. At Quintica we have already seen this at play in the local market as more of our customers are actively pursuing and investing in some of our simulation training packages,” states Evans.
While e-learning offers the promise of flexibility, productivity gains, an increase in employee satisfaction and cost savings, Evans warns that one shouldn’t be complacent when selecting a training partner.
“Always ensure your training partner is accredited and/or certified by an international organisation.
“That the exams you are paying for are globally recognised and so is the courseware. Never select on cost alone, look at the services included in the package and make sure that your learners will have support mechanisms they can tap into, and lastly try and supplement their learning with experiential exercises or simulation training so that they can apply what they have learnt in a ‘real-world’ format,” urges Evans.
“Ultimately, e-learning can be all it promises and more, but it can also leave you out of pocket and your people none-the-wiser than when they started. Choose wisely and invest soundly and you and your staff will soon reap the benefits of e-learning,” she ends.