E-learning/training....two fingers up!

Rokeshia Robinson
MCS 760
2nd position paper
4/8/07



E-learning/training technology has allowed businesses to reach outside of their stateliness, while avoiding travel and time costs. The technology has also changed the way we access knowledge, how we learn, and how ongoing training is delivered. Not long ago, the only option for ongoing training occurred infrequently in a classroom for days or weeks at a time. Today, knowledge must continually be created, published, and distributed “just in time.” The huge amount of content available on the internet has found its way towards Web sites that cater to IT training and learning. While classroom learning will not disappear, increasing numbers will choose the internet to complement traditional learning.

E-learning has enabled organizations to keep up with all of these changes. Organizations are now seeing that people learn more effectively in small chunks rather than lengthy courses. The corporate culture need to support a continuous learning environment and deliver personalized learning based on user skills, experience, and backgrounds. While most people have used the Internet to gather new information, learn a new skill, maintain certification, or do their jobs, these are just the beginning of a fully formed strategy to support e-learning/training.

Frequently, the costs for an e-learning/training program are lower than traditional instructor-led training, since travel costs are eliminated and larger numbers of students can be supported. (Often, the disadvantage is the start-up costs for investment in the technology and development time.) The wide variety of online tutorials and courses ensures that the prices will remain low or even free to anyone who wants information about a certain knowledge area or skill. (i.e.; taking a free tutorial or low-cost introductory course might give a person enough of an understanding to be able to make some decisions before embarking on an expensive classroom training program. )


An ROI case study from IBM showcases $395 million saved in 2001 through the use of e-learning, as well as 43 percent of learning hours that were delivered through e-learning. (An e-learning ROI case study @www.astd.org) Another factor in the ROI equation is time and ability to train more users. For example, Krispy Kreme only trained 60 store managers in 1999, then they launched a new Management 101 blended training program including on-line courses, training videos, and classroom with 149 participants in 2001. The management turnover dropped and Krispy Kreme was able to open eight more stores than planned in 2001 (Kim Kiser, “On the Rise,” Online learning Magazine) According to Brandon Hall’s report “Return on Investment and Multimedia Training” (www.brandonhall.com)the actual time required for training by computer averages about half of that required for instructor led training, lowering costs further. A generic ROI template for an e-learning business case is available at www.tiainc.com.

All in all, I believe that e-learning brings business value to organizations. E-learning provides opportunities to address the need for a highly skilled workforce to stay competitive, the need to distribute information globally to employees, customers, and partners, the need to acknowledge new products, changes in technology, and just in time learning. In addition to these benefits, the advantages of implementing e-learning strategy include substantial savings in travel cost and time. The organization that I am currently employ at also use e-learning /training as a means to get employees to the level that they need to be as well as build new skills sets for future roles. I often overhear employees praise this form of learning due too how flexible it may be.