Benefits of e-learning
The application of e-learning solutions to meet business and industry
workforce development needs continues to grow rapidly with e-learning
fast becoming a central component of workplace learning.
A survey (2006) of 140 organisations across the construction and mining, health, primary industries, manufacturing and electronics, transport and logistics industries found that 40% of respondents plan to increase the proportion of their training budgets spent on e-learning in the next 12 months.
The survey found that 72% of responding businesses used e-learning as part of their structured training, with 71% recommending e-learning to other organisations.
Key business drivers identified for the implementation of e-learning were to increase staff knowledge, provide online access to training materials, reduce costs and time associated with training in the long term and ensure quality and consistency of training.
Research suggests that there is no significant difference in educational outcome between e-learning and traditional classroom training, which means that your training goal can be reached irrespective of the training methodology. However, e-learning offers significant economic and social advantages over traditional classroom training. These benefits are listed below.
Anytime, anywhere, any place. Using CD-ROM or Internet technologies, e-learning can be delivered on-demand, when and where it is needed, both on-site and off-site. This can equally be applied to performance support and reference systems that allow sales and service staff to access presentations and product information on company products and services at any time to handle customer questions on the spot. Companies have reported times to respond to customer queries to be cut in half.
Time reduction. Because of the nature of e-learning with its visual and auditory reinforcement of information, and individualised feedback mechanisms, the time taken to learn the information is significantly reduced. Research indicates time reduction of the order of 30–50% is common. Because employees spend less time training, companies pay less for lost productivity. E-learning also can be delivered as ‘just in time’ training, reducing the period between the learning and application of the knowledge or skills, which enhances the learning process. In some cases the e-learning course can be delivered while the learner is on the job.
Consistency of training. We all know that the effectiveness of the training can depend on the calibre of the trainer. In developing an e-learning course you can utilise the skills and knowledge of your best trainer and subject matter experts. This level of training is delivered to everyone consistently, from user to user and from session to session. E-learning also can compensate for a shortage of skilled trainers.
Increased
payback. E-learning is an investment that increases its payback
during its lifetime, as its primary costs are incurred during development.
Delivery and maintenance costs are relatively low. Therefore, unlike
instructor-led learning or paper-based communication, the per user costs
for e-learning decrease each time the course is used. Most research indicates
an average cost saving on training is in the range of 25–65%.
No-risk environment. E-learning can realistically simulate work, laboratory or field environments that may be hazardous or otherwise inaccessible. E-learning simulations allow trainees to safely master skills before applying them in actual, potentially hazardous situations (such as using flight simulators to train pilots).
Flexible access. One of the biggest challenges in implementing training within organisations is the scheduling of training. E-learning accommodates individual styles of working and learning, and allows learners to access and review the lessons they need at times convenient to them. This self-directed approach puts people in control of their learning. This equality of access by all involved in the training is one of the important and appealing aspects of e-learning. And unlike face-to-face training, e-learning can be revisited by the learner as often as they desire.
Reinforcement. Research indicates that 20% of information is retained after six weeks in a traditional classroom setting, but up to 70% is retained when e-learning approaches allow learners to ‘see, hear and do'. E-learning can result in a deeper understanding and positive attitudes towards the subject area. Learners participate where they live and work, retaining an orientation to their surroundings. They are typically more comfortable in expressing their opinions, leading to more frequent, yet higher quality discussions when compared to traditional settings.
Motivation. Interactive lessons are advantageous for skill building because the computer has the ability to provide immediate feedback to the learner's questions or responses, and take the learner through the steps to find the right answer. Media elements, such as video, animation and sound, get the learners involved more quickly and keep them motivated to continue. Experience indicates learners who feel hy or intimidated in a traditional classroom setting, or who may be resentful of their trainer, are more likely to participate in a virtual setting. There are similar benefits for minority groups.
Community building. Virtual learning communities can share vast knowledge and experiences that exist within their company or further afield, as well as motivate each other. Within an organisation, an e-learning program can be used to reinforce the culture and values of that organisation.
Time to market. Because e-learning can be distributed or accessed through the web, training can rapidly be shared with others, and can also be updated frequently and kept current.Monitoring of the learning process. Most e-learning allows instant and easy monitoring of the progress of learners, particularly when it is combined with a learning management system. Such monitoring may be critical for areas where there may be legal implications, such as induction training and occupational health and safety training.
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