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Improving the Success Quotient for Your e-Learning Initiative
E-Learning has demonstrated a number of advantages over
classroom-based training –
particularly in terms of scheduling, instructor availability, cost, and
completion time. At
the same time, the flexibility provided can work against you if the program
is not
managed carefully. One of the problems frequently encountered by training
managers is
failure of registered students to start or to complete courses promptly.
In the case of an e-learning course, it is all too easy
for both the employee and the
supervisor to say “mañana”. In a 2003 study of barriers
facing e-learners, Penina
Mungania noted “ Training time has traditionally been reserved and
guarded, but the
asynchronous nature of e-learning has brought its own challenges. Unless
employers and
employees prioritize study-time on-line, online learning efforts will
continue to suffer.”
The suggestion is that the issue is neither the method
nor the content of training. The
issue is more likely to be the learner’s and/or the supervisor’s
perception of the demands
of the job. It’s hard to ignore the latest workplace crisis, and
easy to postpone or cancel
training. The good news is that self-study such as e-learning can be paused
and resumed.
Unlike a class, the computer will wait while you attend to essential and
critical workplace
tasks. It’s possible to fit e-Learning around the demands of the
job, but only with
appropriate support.
Specific strategies and suggestions for improving success
are presented.
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