The document discusses leveraging e-learning to enhance organizational learning strategies by creating an optimum supply chain connecting knowledge consumers and providers. Key advantages of e-learning include flexibility, convenience, and cost-effectiveness, which facilitate various learning modes like classroom training, virtual classrooms, and online content. It emphasizes the importance of tailored learning solutions based on individual needs and the integration of different training methods to ensure effective knowledge transfer within the organization.

1. Using E-Learning to leverage Learning Strategy

2. How does E-Learning Value Add? A successful E-Learning strategy creates an optimum supply chain of Learning within organization. It connects the knowledge consumers with the knowledge providers in an organization through channels that minimize efforts. Some Outcomes of successful e-learning strategy are: To create a knowledge sharing culture within an organization To create relevance of Learning to Strategy by Just-In-Time delivery systems To ensure ‘ Bang for Bucks ’ in training delivery through multiple modes

3. How does e-learning help The most notable advantages of e-learning are flexibility, convenience and the ability to work at your own pace. Adaptability to learners needs as individual based learning curriculum can be defined. Unlike classrooms Reinforcement Cost of knowledge is almost ‘zero’ Online learning is an affordable way to reaching at every level and every location of the organization – increasing touch points Ensuring standardized training delivery across the organisation Logistical Issues made irrelevant Easy tracking of Learning Process within the organization. A Balance Sheet of Identified Needs Vs Learning Delivered can be created Knowledge can be delivered in more than just lectures & exercises Making all training available to everyone leading to ‘one virtual company’

4. What broad outcomes should be aimed at Making learning Flexible Learn at your ones own pace- Choose from a bouquet of classrooms, virtual classrooms, online modules and assessments. Mobile Learning - ‘Check in on the latest updates while on the move’ Using the strength of each mode of learning Using classrooms for personal interventions and e-learning for concepts Blended Learning – Different modes of learning. E-learning supporting classroom and vice versa. Making Learning Collaborative Share & Learn – What I know I share, What I don’t know I get to learn Leveraging on SMEs from across the organization and industries

5. Different Modes of Learning Delivery

6. Ideal Mode of Delivery Map Any training need is a specific question asked by the trainee Any training need can be categorized under one of the above five questions What delivery mode to be used depends on what is the question that is being asked

7. Classroom Training What it can do best….. Skill based training i.e.. Behavioral, domain concepts that require practice Psychologically most comfortable form of learning for Indian audience How would be the ideal audience Batch of fresher inductees Experience employee looking forwards to application of advanced concepts What are its limitations Logistics of organizing it influences everything like Training Design, Batch Profile, Delivery Schedule and thereby the effectiveness Possibility of reinforcement is very limited Trainer centered delivery and not participant centered

8. Virtual Classroom What it can do best….. Product and processes Skill based training in domain concepts that require practice Can be delivered to a geographically dispersed crowd Trainer can be from any part of the organization What are its limitations IT logistics of organizing it New values/ discipline required for facilitating How would be the ideal audience Fresher seeking the concepts Experience employee looking forwards to application of advanced concepts Experts seeking to exchange best practices on a regular basis

9. E-Content/ Online Content What it can do best….. Conceptual training in tutorial mode Product and processes Can be delivered to a geographically dispersed crowd How would be the ideal audience Entire conceptual training that focuses on knowing and remembering What are its limitations Is devoid of Human element Can delivery only knowledge awareness training programs

10. Collaborative Learning Tools What it can do best….. Can clear queries on concepts and structure FAQs Can be delivered to a geographically dispersed crowd Expert can be from any part of the organization Good Training reinforcement tool Good tool to handle queries on products arising on the job How would be the ideal audience People who are looking forwards to a reinforcement People who have queries on what they have practices in their jobs People who want to share best practices What are its limitations Cannot deliver tutorial/ lecture type trainings

11. Seminar & Conferences What it can do best….. Expert Forums where knowledge and best practices are shared How would be the ideal audience People who seek to share knowledge and not just gain it. What are its limitations Not cost effective, Can hardly be held within the organization Mostly external nominations

12. Newsletters What it can do best….. Create common opinions Share best practices Showcase champions How would be the ideal audience Everyone who can contribute What are its limitations Both contributions and reading would be voluntary

13. Matching Learner Profile to Delivery Modes

14. Learner’s Journey: Part-1 Do not know anything of the Projects and processes of this organization I want to know who is who in this place Basics of products and processes Organizational Awareness Inputs Received Just Joined First 3 months E-content Classroom Mode of Delivery

15. Learner’s Journey: Part-2 Reinforcement of products and processes training Performance Support Inputs Received Seen the first battle First 12 months I have questions on what I have practiced I need more inputs on concepts Virtual Classroom Collaborative Tools Mode of Delivery

16. Learner’s Journey: Part-3 I need to specialize in the domain knowledge I have experience and knowledge that I can share Seen life here Post 12 months Sharing knowledge from experience Meeting experts to gain knowledge Inputs Received Mentors Seminar Newsletter Mode of Delivery

17. Using different modes in Organizational Learning New Joinees / Freshers Frontline Managers/ Staff Experienced people and SMEs Induction/ On-boarding Process Advanced Knowledge Basic Knowledge Knowledge Reinforcement What is to be learnt Who needs to learn Classroom Virtual Classroom Collaboration Tools E-Content Seminar & Conference Newsletter Methods to learn Learner Centric Modes Content Centric Modes

18. Expected Ideal Results

19. What can be achieved Better focus Deliver the exact topics requested instead of general two day programs Knowledge transfer broken into smaller packets Two day training broken into smaller topics of four half days or three half days and a collaboration center Just in time learning Sessions scheduled and delivered as and when the employees request Learning Reinforcement Repeated sessions for the same audience on the same or related topics on request Collaboration center follows every session of classroom or virtual classroom Contribution from everyone Experts from across the hierarchy should be identified and asked to contribute in newsletter and collaboration centers On the whole better Supply Chain Management of Learning