Using E-Learning to leverage Learning Strategy

How does E-Learning Value Add?

A successful E-Learning strategy creates an optimum supply chain of Learning within organization. It connects the knowledge consumers with the knowledge providers in an organization through channels that minimize efforts.

Some Outcomes of successful e-learning strategy are: To create a knowledge sharing culture within an organization To create relevance of Learning to Strategy by Just-In-Time

delivery systems To ensure ‘Bang for Bucks’ in training delivery through multiple

modes

How does e-learning help

The most notable advantages of e-learning are flexibility, convenience and the ability to work at your own pace.

Adaptability to learners needs as individual based learning curriculum can be defined. Unlike classrooms Reinforcement Cost of knowledge is almost ‘zero’

Online learning is an affordable way to reaching at every level and every location of the organization – increasing touch points Ensuring standardized training delivery across the organisation Logistical Issues made irrelevant

Easy tracking of Learning Process within the organization. A Balance Sheet of Identified Needs Vs Learning Delivered can be

created Knowledge can be delivered in more than just lectures & exercises Making all training available to everyone leading to ‘one virtual

company’

What broad outcomes should be aimed at

Making learning Flexible Learn at your ones own pace- Choose from a bouquet of classrooms,

virtual classrooms, online modules and assessments. Mobile Learning - ‘Check in on the latest updates while on the move’

Using the strength of each mode of learning Using classrooms for personal interventions and e-learning for

concepts Blended Learning – Different modes of learning. E-learning supporting

classroom and vice versa. Making Learning Collaborative

Share & Learn – What I know I share, What I don’t know I get to learn Leveraging on SMEs from across the organization and industries

Different Modes of Learning Delivery

Ideal Mode of Delivery Map

Any training need is a specific question asked by the trainee Any training need can be categorized under one of the above five questions What delivery mode to be used depends on what is the question that is

being asked

Classroom Training

What it can do best….. Skill based training i.e.. Behavioral, domain concepts that

require practice Psychologically most comfortable form of learning for Indian

audience

How would be the ideal audience Batch of fresher inductees Experience employee looking forwards to application

of advanced concepts

What are its limitations Logistics of organizing it influences everything like Training

Design, Batch Profile, Delivery Schedule and thereby the effectiveness

Possibility of reinforcement is very limited Trainer centered delivery and not participant centered

Virtual Classroom

What it can do best….. Product and processes Skill based training in domain concepts that require practice Can be delivered to a geographically dispersed crowd Trainer can be from any part of the organization

What are its limitations IT logistics of organizing it New values/ discipline required for facilitating

How would be the ideal audience Fresher seeking the concepts Experience employee looking forwards to application of advanced concepts Experts seeking to exchange best practices on a regular basis

E-Content/ Online Content

What it can do best….. Conceptual training in tutorial mode Product and processes Can be delivered to a geographically dispersed crowd

How would be the ideal audience Entire conceptual training that focuses on

knowing and remembering

What are its limitations Is devoid of Human element Can delivery only knowledge awareness training programs

Collaborative Learning Tools

What it can do best….. Can clear queries on concepts and structure FAQs Can be delivered to a geographically dispersed crowd Expert can be from any part of the organization Good Training reinforcement tool Good tool to handle queries on products arising on the job

How would be the ideal audience People who are looking forwards to a reinforcement People who have queries on what they have practices in their jobs People who want to share best practices

What are its limitations Cannot deliver tutorial/ lecture type trainings

Seminar & Conferences

What it can do best….. Expert Forums where knowledge and best practices are shared

How would be the ideal audience People who seek to share knowledge and not just gain it.

What are its limitations Not cost effective, Can hardly be held within the organization Mostly external nominations

Newsletters

What it can do best….. Create common opinions Share best practices Showcase champions

How would be the ideal audience Everyone who can contribute

What are its limitations Both contributions and reading would be voluntary

Matching Learner Profile to Delivery Modes

Learner’s Journey: Part-1

Basics of products and processes

Organizational Awareness

Inputs Received

Just Joined

First 3 months

Do not know anything of the Projects and processes of this organization

I want to know who is who in this place

E-content

Classroom

Mode of Delivery

Learner’s Journey: Part-2

Reinforcement of products and

processes training

Performance Support

Inputs Received

Seen the first battle

First 12 months I have questions on what I have practiced

I need more inputs on concepts

Virtual Classroom

Collaborative Tools

Mode of Delivery

Learner’s Journey: Part-3

Seen life here

Post 12 months

Sharing knowledge from experience

Meeting experts to gain knowledge

Inputs Received

I need to specialize in the domain knowledge

I have experience and knowledge that I can share

Mentors

Seminar

Newsletter

Mode of Delivery

Using different modes in Organizational Learning

New Joinees / Freshers

Frontline Managers/ Staff

Experienced people and SMEs

Induction/ On-boarding Process

Advanced Knowledge

Basic Knowledge

Knowledge Reinforcement

What is to be learnt Who needs to learn

Classroom

Virtual Classroom

Collaboration Tools

E-Content

Seminar & Conference

New

slet

ter

Methods to learn

Lear

ner

Cen

tric

M

odes

Con

tent

Cen

tric

M

odes

Expected Ideal Results

What can be achieved Better focus

Deliver the exact topics requested instead of general two day programs Knowledge transfer broken into smaller packets

Two day training broken into smaller topics of four half days or three half days and a collaboration center

Just in time learning Sessions scheduled and delivered as and when the employees request

Learning Reinforcement Repeated sessions for the same audience on the same or related topics on request Collaboration center follows every session of classroom or virtual classroom

Contribution from everyone Experts from across the hierarchy should be identified and asked to contribute in

newsletter and collaboration centers

On the whole better Supply Chain Management of Learning