What is eLearning?

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Organizations nowadays are expanding both regionally and internationally, and have to adopt to new ways of working, especially field-work requires enormous flexibility and mobility from employees. Thus, this has created difficulties for companies to gather employees together in order to train, develop and communicate at the same time. E-learning may be the solution for this problem.

By enhancing knowledge skills and know-how to employees, where in particular the employee has control over and personally customized whether what, when, where and how he/she learns.

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What is eLearning?

  1. 1. The Picture of E-Learning www.newtohr.com
  2. 2. Definition of E-Learning E-learning is defined as; “Learning that is delivered, enabled or mediated using electronic technology for the explicit purpose of training in organisations” or “Any form of learning that utilises a network for delivery, interaction or facilitation… The learning could take place individually or as part of a class” Chartered Institute of Personnel & Development
  3. 3. What is E-Learning? • E-learning refers to the use of Internet Technology to deliver and enhance knowledge, skills and know-how. • It is a new approach to learning where the Learner has control over What, When and Where he/she Learns. • E-learning can be an intiated program in a corporation, institution or at individual level • Focus on Learner – Designing, developing, delivering and assessing learning
  4. 4. Types of Technology • Technology enables and provides support for learning; ‘it is used primarily to increase the effectiveness of learning or to increase access to learning’ • Types of Technology for E-learning – Audio, Video – Web forums, Web Pages, Newsgroups – Tele-conferencing, Video-conferencing
  5. 5. Is E-Learning a common tool? • Nowadays e-learning is part of training delivery. – Types of e-learning • Web-based Training • Supported/Unsupported Online Learning • Informal e-learning Charted Institute of Personnel & Development 2007
  6. 6. Benefits of E-Learning • Focusses on needs of Learner, not ability of trainer • Flexibility of Learning • Effective use of time for both employee & trainer • Economies of scale for all parties • Technology can expand reach and range of traditional learning faculties
  7. 7. Challenges to E-Learning • Employees and organisation will have to overcome several obstacles; – – – – – – – – Organisational Change Administrative structure Technical expertise, support and infrastructure Social interaction (face-to-face) & program quality Threat of Technology (fear of the unknown) Legal Issues (data protection, cross country) Evaluation and Effectiveness Access
  8. 8. Example Case… Organisation using E-learning • Reasons for implementing E-learning programme: – Mobile employees, regular re-training & information updates – Infrastructure (limited) – Time differences • Company has developed E-learning policy that encourages and gives every employee the change to develop and learn in both employer and employee’s time!
  9. 9. Other Organisational Success Factors – E-learning intiative evaluated against standards set at strategic planning stage • improved business performance • compliance training (IIP, ISO) • ROI – Challenges of managing, organising and sustaining • Standards being a consideration, which ones to pursue – Teaching and Learning Technologies to make any aspect of learning design, development and delivery process more efficient. • Developing technologies could impact E-learning • Resource and research sites valuable for exploring Elearning
  10. 10. What else to think off? – E-learning demands new attitudes on the part of the learner and trainer – E-learning is more effective when blended learning is used (combination of traditional and new methods) – The primary needs for use in an organisation is determined by the value and impact of E-learning
  11. 11. Final Thought on E-Learning Is it applicable to the Learner and does it actually add value to the bottom-line…

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