31511233/1203 © 2003 business & legal reports, inc. blr’s human resources training...

31511233/1203 © 2003 Business & Legal Reports, Inc.

BLR’s Human Resources Training Presentations

Training Strategies I: E-Learning


Goals

Understand what e-learning is Recognize its benefits and drawbacks as

a workplace training strategy Be able to use e-learning effectively to

meet employees’ training needs


What Is E-Learning?

Delivered electronically

Distance training Self-directed Collaborative Interactive


Basic Terminology

WBT Asynchronous Synchronous LMS


Basic Terminology (cont.)

LCMSLSP Bandwidth Learning community


E-Learning Options

In-house training materials Off-the-shelf training programs E-learning service provider training

materials Online college, graduate, technical courses


Benefits of E-Learning

Uniformity Customization Easily updated Accessible


Benefits of E-Learning (cont.)

Unlimited number of trainees

Convenient for both trainees and management

Just-in-time Cost-effective


Problems with E-Learning

Employee resistance Less management control Technical difficulties


Problems with E-Learning (cont.)

Lack of social interaction

Lack of support Poorly designed

programs Poor choice

of programs


Preparing Employees For E-Learning

Demonstrate the program Explain how training applies to the job Check for prerequisites Make sure trainees have the right hardware

and software Review time management skills Schedule a completion date


The Learning Environment

Set aside a block of quiet timePrint out training materialsClear the workstation Minimize distractions


The Learning Environment (cont.)

Be thoughtful of co-workers

Establish personal learning objectives

Focus attention Take notes


Facilitating E-Learning

Guidance Management Assistance Collaboration Follow-up


Keeping E-Learners Motivated

User-friendly programs

Visual appeal InteractivityCustomization


Keeping E-Learners Motivated (cont.)

Employee controlShort learning modules Practice time and assessments Opportunities for collaboration and

group support


Monitoring and Evaluating Training

Review training data Use evaluation forms Survey trainees


Monitoring and Evaluating Training (cont.)

Observe job performance

Use focus groups Revise the program

based on feedback


Linking E-Learning to the Job

Determine training goals that support business objectives

Base training on required job skills Build in job-related exercises and

assessments Combine e-learning with on-the-job

training


Using E-Mail to Update Training

Easy and inexpensive to produce

Instant distribution Policy and

procedure changes New equipment


Using E-Mail to Update Training (cont.)

Features Links User- and job-friendly Feedback


Evaluating the Programs of Learning Service Providers

Is the program well designed? Is it readily accessible to employees?Is the content job related? How easily can the program be

customized? Is there adequate technical support?Is it cost-effective?


Creating Your Own E-Learning Programs

Allow sufficient development time Design for the online environment Plan learning modules carefully Create additional resourcesTest and retest your program Build in plenty of support


Converting Traditional Training Programs to WBT

Not all training programs translate well to WBT

Not all training can be efficiently achieved with WBT

Redesign specifically for WBT Make full use of the technologyPrepare employees adequately for the

transition


Goals

Understand what e-learning is Recognize its benefits and drawbacks as

a workplace training strategy Be able to use e-learning effectively to

meet employees’ training needs


Summary

E-learning offers many benefits as a training strategy

It is cost-effective and extremely convenient for both management and employees

But for this kind of training to be effective, you must prepare employees, keep them motivated to learn, and offer adequate support and feedback


Summary (cont.)

Whether you are using a learning service provider or creating your own e-learning programs, you must make wise and considered choices

Remember that not all training is best achieved with e-learning


Quiz

1. Give a brief definition of e-learning in the workplace.

2. Asynchronous delivery of e-learning requires all trainees to log on to the training program at the same time. True or False

3. Identify three benefits of e-learning. 4. Identify three problems with e-learning. 5. Name three ways you can prepare employees for

e-learning to help ensure success?


Quiz (cont.)

6. What are three steps employees should take to create the right environment for e-learning?

7. E-learning eliminates the need for a trainer. True or False

8. Identify three steps you can take to keep e-learners motivated.

9. How can you make the vital link between e-learning and the job?

10. Identify three questions you should ask when evaluating e-learning programs developed by learning service providers.


Quiz Answers

1. E-learning is training that is delivered electronically via the Internet or an intranet. It is often self-directed, although it can also be collaborative. The best e-learning is highly interactive.

2. False. Asynchronous delivery means that individual trainees can access the program at any time. Synchronous delivery requires trainees to log on to the program at the same time.

3. Benefits include uniformity, accessibility, the ability to customize and update easily, use by any number of employees, convenience for employees and management, the ability to deliver just-in-time training, and cost-effectiveness.


Quiz Answers (cont.)

4. Problems include employee resistance, less management control, technical difficulties, lack of social interaction, lack of support, poorly designed programs, and poor choice of programs.

5. You can prepare employees for e-learning by demonstrating the program, explaining how training applies to the job, checking for prerequisites, making sure trainees have the right hardware and software, reviewing time management skills with them, and scheduling a completion date for training.



6. To create the right environment for e-learning, employees should set aside a block of quiet time, print out training materials, clear their workstation, minimize distractions, be thoughtful of co-workers, establish personal learning objectives, focus their attention on the material, and take notes.

7. False. The trainer becomes a facilitator, offering guidance, managing the learning process, providing technical assistance, encouraging collaboration and support among trainees, and following up to make sure training goals have been met.



8. You can keep e-learners motivated by making sure programs are user-friendly, visually appealing, and highly interactive; customizing programs for specific groups of trainees; giving trainees some control; keeping learning modules short, building practice time and assessments into programs; and creating opportunities for collaboration and group support.



9. You can link e-learning to the job by determining training goals that support business objectives, basing training on required job skills, building in job-related exercises and assessments, and combining e-learning with on-the-job training.

10. Questions to ask when evaluating LSPs include: Is the program well designed? Is it readily accessible to employees? Is the content job related? How easily can the program be customized? Is there adequate technical support? Is it cost-effective?

31511233/1203 © 2003 business & legal reports, inc. blr’s human resources training...

Documents

business legal reports

elearning slide

learning environment

accessible slide

feedback slide

needs slide

elearning employee resistance

benefits of e