E-Learning: Asset or Anathema?

Ready or not, here it comes – electronic-based learning (e-learning) is moving into companies at warp speed. But is it the panacea it’s made out to be? While there are many advantages, there are also several risks. This forces business owners to carefully analyze and weigh a daunting number of options, making it challenging to select a well-balanced approach to education and training for their organizations.

Navigating the e-learning territory is as tortuous as selecting a cell phone plan. Key things to consider include choosing between e-learning versus instructor-led seminars, hardware and software requirements, structure (asynchronous or synchronous) and the format for delivering content.

First, let’s look at some advantages to e-learning, which also contains computer-based training (CBT). The benefits include: uniform content, delivery consistency (great for government mandated and regulatory training), speedy content updates, 24/7 access (24 hours a day, seven days a week), self-pacing and learner privacy. Additionally, e-learning may be less expensive to implement because participants don’t incur travel and hotel costs. It also reduces non-productive hours of staff time away from the job.

Before getting too excited about reduced cost in delivery and consistent content, however, consider the downsides to electronic learning methods. For example, while the cost to deliver training may be lower than traditional instructor-led courses, the cost of upgrading computer equipment and purchasing software to run the new way of learning can be prohibitive. There is also the cost of licensing or purchasing training. Further, there are no set standards for e-learning, which makes it difficult to select a program, evaluate its quality or assess skill transfer. Additionally, there is no guarantee that buying the training program translates into employees using it. Other risks may include increased stress due to lack of personal time (24/7 issue), medical concerns such as carpal tunnel syndrome, possible radiation emission from electronic devices, learner isolation and resultant social issues.

While there are advantages and disadvantages to e-learning in general, one must also consider the pros and cons of different kinds of e-learning structures. The industry breaks e-learning into asynchronous learning and synchronous learning. Asynchronous learning occurs when the training is accessed at the learner’s convenience and can take place in different time frames and places. Examples include self-paced computer-based learning via the Internet or from CDs and data streaming, audio/video, bulletin boards and e-mail. The main benefits of asynchronous learning are that it is self-paced, convenient and accessible. Often the user can re-use the material, as well. The key limitations are that the learners are isolated, it requires a high degree of self-motivation, and there is no feedback and interaction from others.

Synchronous e-learning, conversely, means the training occurs at the same time for all learners and that information is accessed instantly. This method offers more interactivity, which is necessary for a learning-centered environment. Synchronous e-learning consists of audio conferences, satellite broadcasts, video teleconferences, Internet conferences and chat rooms. What are the advantages of synchronous e-learning? Primarily, instant feedback, real-time learning and the ability to adjust the session based on feedback. The disadvantages are that there are time-zone problems, it can be inconvenient to participate and it is not self-paced.

While there are two structures for delivery methods of e-learning, one also needs to consider how effective e-learning is for delivering the specific content or topic. For example, e-learning might work well for computer skills training and awareness training in policies, but will participants build human relations skills without human interaction?

But what about the format of the training, which influences effectiveness? A recent review of several e-learning courses showed a variety of approaches to instructional design. For example, a course on ethics used video clips of several scenarios, allowing the learner to test himself or herself on determining ethical and non-ethical behavior. After selecting one option, the video showed the consequence of that choice, and gave rationale or consequences for the chosen answer. This created dynamic learning because of the immediacy, accuracy and clarity of the feedback.

In another course, the developers of a project management seminar had simply taken book content, added some graphics and made it interactive by having the learner push buttons to get to the next sub-topic. On the positive side, the course included self-test features that prevented one from moving on until answering the questions correctly. However, the content was basically a book online, and some studies show reduced effectiveness in learning from reading online text. Further, it took a long time to get to practical, applicable information.

Overall, e-learning offers many benefits, but it also has limitations. Business owners must resist the temptation to make e-learning the salvo for all education efforts. First, assess the quality of the program and the usability of the product in your work environment and on your equipment. You need to recognize that well-balanced organizational learning applies a variety of options, such as instructor-led seminars, conferences, team learning and, of course, tapping the technology.

Betty Myers, President of Kaleidosystems, consults with executives that are frustrated with low productivity. She designs customized seminars and training geared at leadership, team and individual effectiveness. Call her at 410-997-2052, or email her.