Center for Business, Industry & Labor

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On Target • On Demand • On Site

Spotlight on eLearning

Electronic Learning, or eLearning, is the use of any sort of electronic device in the learning process. This can include computers, iPods, CDs, DVDs, mobile phones, and other technologies.

Has your organization stayed clear of electronic learning for any of the following reasons?

• We don't have the expertise in-house.
• It's too expensive to develop.
• We don't have the time.
• We don't have the technology.
• We need a custom solution.

Rapid eLearning might change your mind. It is focused on a set of strategies to speed up and make the eLearning design and development processes more efficient and less costly.

eLearning can be custom developed to meet an organization's unique business needs. In the right situation it can be as (or more) effective, take less time to develop, and cost less than traditional classroom training. Rapid eLearning is also highly effective when used as a supplement or enhancement to existing training.

If any of these situations apply to your organization, then rapid eLearning might be an appropriate solution:

• We’re hiring new employees who need to be oriented to the organization.
• We have new policies or procedures that must be communicated to everyone.
• Our employees are spread out geographically or work multiple shifts. It’s hard to get them together for classroom training.

Perhaps the eLearning will be paired with facilitated training, a so-called “blended” approach. Instructional designers can help you determine the best approach for your organization.

Here’s a startling statistic: Our research suggests that between 25-70% of students do not complete eLearning courses! That’s quite a range, and even at the lower end this means that 1 of 4 students drop out. Why does this happen? Maybe the training isn’t relevant to them. Or it’s too long. Or too dull. Here are some things you can do to increase the chances that a course will be completed:

• Make it relevant to the audience. Tell employees how this training will help them do their jobs better. And how it impacts organizational goals. Though off-the-shelf eLearning might be effective in some situations, it cannot make it relevant to the unique needs of a specific organization or group of people.
• Make it short and to the point. In this age of multi-tasking, iPhones, and instant messaging, we get bored quickly. That’s why it’s best to keep an eLearning program’s length at less than an hour. More than that and people will surf the Internet or take a nap.
• Make it engaging. Everyone likes to be involved in things, including eLearning. Mindlessly clicking through an eLearning program causes us to tune out or even quit. Effective eLearning should include questions and activities that engage the mind and make us think.
• Make it interesting to look at. We’ve all seen it at least once: Exploding titles, fast-moving text, and distracting transitions that serve no purpose. It’s as though the creator wants to show you everything he can do in PowerPoint. But the message gets lost in the craziness. The key to maintaining interest is to make it clear and simple. Focus on the content, not special effects. If possible, use photos from the actual workplace. People love to see themselves “in the movies”!
• Use a blended approach. Multiple training methods are typically more effective than a single method. For example: Employees go through a short eLearning course before an in-person session to learn basic concepts about leadership, how to operate new equipment, diversity, or whatever. This is their “pre-work.” When they come to class they will then have more time to actually apply these concepts to their work and practice the new skills.

eLearning isn’t going away anytime soon. In fact, its use will increase in the next few years. Don’t jump on the bandwagon and do it just because everyone else is. Instead, make it another option in your training/learning toolkit. Instead of having one way to train employees, you now have a smorgasbord of possibilities. Pick the right one for your organization and the target audience, and you will effect a positive change in the skills and knowledge of your employees.