The use of e-learning in training

A rather stimulating article appeared in this month's edition of OP matters,  'Top Ten Tips for the use of technology in the designing, delivery and follow up of training: an evidence-based approach' by Laura Keith, OP Matters, Dec 2014, No. 24.  This is a subject that is close to our heart.  Pressure on training budgets, less time to release employees for training and a drive towards efficiency in achieving training outcomes have all been influences in the move towards e-learning.  

Here at enthios, we have been using Moodle as our online resource.  Our approach has always been that learning for the purpose of working in organisations is more about 'How' rather than 'What', so we have always made a lot of our materials widely available, instead concentrating more on making the process of learning effective.

Our own approach to e-learning is that it is best offered as part of a 'blended' approach.  In our case, we see e-learning as a way of transferring knowledge, either to help people prepare for a course, or to consolidate learning.  We still see value in classroom training and broadly speaking, we think it is still the best way for skill development to take place, with the knowledge elements being delivered by other means, including e-learning.  Although this is broadly in agreement with the tips outlined in Keith's paper, she does also advocate the benefits of simulation training and behavioural  modelling.  

The author also promotes the idea of using social media as a way of learners managing and consolidating their own learning, with discussions either being led by the trainer or as more of a free-form 'chat room' style.  She also emphasises the benefits of familiarising learners with the idea of e-learning technology before any coursework, as a way of enhancing the benefits to be gained.  This is particularly important in organisations where there may be an aging workforce.