We have become familiar with a changing workplace that enables us to work more flexibly to achieve targeted outcomes. As our workplace has changed so has the way we approach how we learn. This doesn’t mean that more ‘traditional’ approaches are no longer relevant and, in many cases, people still have a preference for the ‘traditional’. What it does mean is that we have access to a broader range of knowledge, skills and approaches to individual learner preferences. More recently this flexibility has become even more important with many employees working from home either full or part-time.
Whilst this blog focusses on online learning approaches it’s important that we don’t overlook the benefits of classroom or face-to-face training. There are some things that still cannot be trained or assessed by online means (well not yet anyway). A simple way to explain this is teaching people how to lift and carry correctly. It is possible to pick up the theory of how lifting and carrying should be done, but to embed the knowledge and make sure the theory has been understood it can be beneficial to follow up with a physical session where the skills are demonstrated and, where necessary, remedial feedback is provided.
Often people see online learning as a cost-cutting exercise – this is one of the benefits of online learning and the first that we will address, but there are many other benefits that we will also explore.
Is reduction in cost a benefit of e-learning?
Whilst online learning does offer a reduction in cost it is important to recognise that economies of scale are not always apparent. Costs for developing a complex online solution can be high – whether that is internal salary cost or costs for working with an external supplier. Therefore, if you are looking at an audience of under 500 it is always worth taking a step back to consider whether a different approach is more suitable. An example of where it is still worth looking at online for a smaller audience might be where there was a rolling delivery to a disseminated workforce – or users might need just-in time training on a system that they can dip into as needed.
The good
news is that with ever increasing online approaches becoming available, if you
can be flexible in your thinking the right online approach is likely to be out
there, whatever size your audience and budget. But let’s return to looking at
the obvious financial benefits of online learning delivery.
• Economies
of scale: If you are delivering to large audiences, online learning enables
you to deliver a consistent learning message that you only need to create once.
The cost is the same whether you deliver it to one person or 100,000 (delivery platforms such as a Learning
Management System or Learning Experience Platform will come with licence costs,
but these rarely sit alongside a specific learning project).
• Speed of
delivery: The length of online learning development depends on the specific
online solution. However, once the solution has been built, delivery to all
learners can be at the same time. (If delivering to large numbers do consider
the impact to core systems, you may want to stagger completion during key times
such as peak trading to minimise traffic on your business systems).
• Reduction in time away from workplace: On average completing training online takes half the time as completing face-to-face. Unless you are taking part in a virtual classroom session there will often be less open discussion and the learner completes at their own pace, rather than that of a group. In addition, the learner does not need to travel to the face-to-face session, thus reducing travel costs. It’s important to set dedicated time aside to learn when completing e-learning, just as you would for face-to-face
• Ease of updates and re-use: Change is part of our everyday – accept the fact when new content is launched it’s likely to be updated. In addition, an average e-learning programme has a maximum shelf-life of three years. Online delivery means that updates to content only need to be made once. It also makes it easy to create additional versions of a solution based on the original delivery, for example – where you may want a solution for employees and a slightly different version for managers. Prepare yourself for updates before you even start to build a programme, how often will they happen, who will complete the updates, do you need to set budget aside if updates are to be done externally?
- Print and Distribution: With online delivery there is no need for workbooks or reference materials to be printed and shared, as the learner is able to return to the training as required. This also reduces the risk of out of date materials being referred to if updates are made. Online methods can also be used to gather learner feedback.
How e-learning benefits learning needs
- Managing own time: Online learning is available for the learner when they need it. They do not need to wait for the next face-to-face session or a specific time of day. The training is also available in a flexible range of locations. If your online learning can be downloaded and completed offline your employees may not even need internet access. If time available to learn is short the learner also has the opportunity to break training completion down into shorter chunks and to schedule time to return to the learning to reinforce knowledge.
- Learning preferences: We all have different preferences for how we learn. A well designed piece of online learning can work for many of these. The same content can also be delivered using a number of different online methods (eg. Video, click next, e-book, virtual/augmented reality, virtual classroom), meaning the learner can select the learning approach they prefer. Another benefit of the online approach is that the learner is able to complete the training at their own pace. As online delivery platforms develop it is also increasingly possible for learners to have a more personalised learning experience where learning content is recommended based on criteria such as job-role, specified areas of interest or recommendations from colleagues.
- Dip in Dip Out: Increasingly knowledge is available at our fingertips online. This means in many instances it is not necessary to know everything for instant recall. What is important is knowing where the information we need is when we need it. Online delivery enables learners to access information when they need it for just-in-time knowledge or for refresher training. Online delivery can also provide an essential opportunity to practice learning in a safe environment. This could be anything from customer service scenarios to using new systems. If you are aware learners will be dipping into your solution, make sure this is raised at the design phase so functionality such as page locking isn’t included reducing the flexibility of the solution.
- Skill Gap Analysis & Self-development: Online delivery increases opportunities for self-development. It helps learners identify skills gaps and gives them easy access to content to fill gaps and enhance their potential. Learners can also select training opportunities suitable for the specific level of knowledge they require.
- Blending with other learning: There are many forms of online learning content that can be blended to deliver broader knowledge on a topic. These could include books, writing assessments, podcasts and virtual classrooms. Online content can also be blended with face-to-face delivery to reinforce, promote recall, give learners time to reflect on what they have learnt and give learners the opportunity to practice alone. A further benefit of blending with a face-to-face session is that it means fundamentals can be learnt online beforehand. This allows the trainer more time to focus on complex requirements, practical demonstration of knowledge or even one on one coaching or mentoring.
- Tracking Completion: Digital technologies such as a Learning Management System or Learning Experience Platform mean that completion is tracked. This is particularly useful for things such as compliance, where companies need to prove that employees have completed required training. Learners also benefit from being able to demonstrate to line managers that they have completed training where skill gaps have been identified – or where prior knowledge is a pre-requisite for another learning opportunity.
- Consistent Messages: Whether completed alone or as part of a group learners can be confident that they are receiving the same consistent message as their colleagues. It is common for a company to use subject-matter experts to advise on content. This means the learner and the business can be confident that the best quality knowledge is being transferred.
- Peer to Peer collaboration: In so many company’s knowledge and skills are held at an individual level. Using collaborative tools such as MS Teams we are increasingly able to share the knowledge we have and learn from our colleagues. The benefit to the business is that knowledge does not leave the business with an individual, but is shared and built on.
This is
by no means a definitive list of the benefits that online learning offers us
and as technology advances new benefits become apparent. However, if you
haven’t yet been considering digital learning as part of your training offering
it should provide the start of a compelling argument for you to do so.
Find out more about Learning
Perspectives
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