出典: GotenWiki

Everybody knows what e-learning is, don't you think? Well, in our experience, they really don't. The problem is that when people discuss 'e-learning', or online learning, they're normally considering or visualising the content they see on their screen. But that's forget about 'learning' than when they were holding a magazine within their hands, even if they were reading it. So, although obviously important, content alone is not 'learning'. Real e-learning includes content, for sure, but equal focus, if not more, must be provided to the procedure and support to deliver a real learning experience.


How to get it right...

Staff training programmes (from short courses to formal qualifications) where groups of individuals are being trained through event and time-based activities (i.e. in a classroom on the Tuesday) have to end as the sole way of delivery. They should be substituted for a strategy called 'blended learning'. Blended learning integrates online e-learning content and procedures with face-to-face sessions, tests, assessments, information and group working. This approach enhances and extends communication and training processes; it reduces the requirement for face-to-face time for you to be spent on theory and knowledge, ensuring that this unique time is spent on truly understanding, skill-building and contextualising. In a nutshell, blended learning supplies a flexible training approach which transforms the delivery capacity from the provider.

For general wider staff development, you are able to adopt a joined-up technology approach which focuses on individual development monitoring and planning, but which is extended by additional e-learning opportunities. Technology thereby allows the transformation of basic administration systems for courses and events, with mandatory and statutory activity pushed and pulled to by people, all within committed and agreed development plans. This inevitably encourages managers and staff to take more control of their development and turns learning moments into genuine development.

... and just how to not

Time and again we have seen major e-learning projects in organisations failing. How can this be?

Well, to begin with, organisations don't do the above mentioned. Instead, they spend a lot of time, money and energy on creating rich and sophisticated e-learning content in the cost of the process. This is due to the mistaken belief that the more elaborate, interactive and rich the content they create (or buy), the greater impact and retention it'll create. It does not.

Instead, always keep your e-learning simple, engaging and visually attractive, sure, but keep staff thinking and relating their new-found knowledge back to their day-to-day job.