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.

1. The Picture of
E-Learning
www.newtohr.com

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. 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. 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. 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. 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. Challenges to E-Learning
• Employees and organisation will have to
overcome several obstacles;
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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. 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. 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. 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. Final Thought
on
E-Learning
Is it applicable to the Learner and does it
actually add value to the bottom-line…