Contents
Part 1: Looking over E-Learning
Introduction to E-Learning in Training & Development
Evolution of E-Learning
E-Learning vs Traditional Learning
Types of E-Learning
E-Learning in Canadian Business
Trends & Future Perspectives on E-Learning
Part 2: Case Study
Deloitte
Part 3: Expert Insights
Blitz Interview with Natalia Cozma, Integration & Research Center
Manager at Pedersen & Partners
Bibliography
Introduction to E-Learning in Training & Development
What is E-Learning
E-Learning is a web based training that can be accessed through the
internet, network or standalone computer
E-Learning stands for electronic learning this is when technology is
used as the main tool
E-Learning was first called Internet-Based training
There is web based learning, digital collaboration. Computer-based
learning, and virtual rooms
Some other E-Learning technologies and electronic applications are;
animation, streaming video, images, audio, text, satellite TV,
intranet/extranet, CD etc.
This type of learning distance the training, like the employee, does not
have to be at work to complete the training
Introduction to E-Learning in Training & Development
Tool/Term & Description
Virtual learning environment (VLE) - online space provided by the
institution to support e-learning. All forms of digital media can be
delivered using its various tools (Ex. Moodle)
Personal learning environment (PLE) - concept of understanding that
individuals utilize a range of networks combining both institutional and
personal networks and devices to learn
Podcast, video or audio - method of delivering multimedia content
Learning object - An object such as an audio file. Courses are typically
made of many learning objects
Netbook - A laptop that is very lightweight, portable and is often cheaper
than most laptops. In order to achieve this, typically size and power are
sacrificed.
Introduction to E-Learning in Training & Development
People anywhere in the world can access e-learning because of the easy
access technology we now use in our everyday lives, companies with
many locations can benefit with this
This kind of training allows employees to have flexible schedules
In todays environment e-learning has significantly more value the cost
for the programs being made may be higher but you receive better
results in the trainee which is worth the money
When information is portrayed more reasonable and in a way people are
interested in there is a bigger chance they are going to participate and
stay engaged in the program, rather than when they are being trained by
people with long continuous narrative lessons
Evolution of E-Learning
Beginning Stage of E-Learning
Virtual training started to be seen between 1990-1999
This was also when personal home computers were becoming a big thing
The more the online environments were growing so were the e-learning
context online
Turn of Millennium
From 2000-2005, there was a lot of upgrade in technologies, software,
and methodologies
The usage of PowerPoint's started to be seen because of the simplicity to
use the program
Wireless access increased, Google and Yahoo were search technologies
now being used
Evolution of E-Learning
Rapid E-Learning Tools Era
From 2006-2010, E-Learning becomes an important tool in the market
Many E-learning courses are being developed because the functionality
was easy for others to use and build
New mobile technology has helped gain more E-Learning opportunities
Modern E-Learning
2011 to the present day tools are being discovered to enhance the ELearning experience making this method easier to use in training and
development
E- Learning is divided predominantly into 2 groups: education & training
Yearly updates for software's are being released
Mobile apps, tablets, wearable technology are all now available
E-Learning vs Traditional Learning
E-Learning
An important use when the internet transformed was the use of training
Training becomes shorter and more effective because training can be
done by computer bases operation network, video and audio
conferencing, internet work wide websites, computer assisted
instruction and now you can even use your phone to access these
training
The delivery method changes of when and where a trainee can train
By having e-learning in workplaces you can be connected with
technology and keep employees more interested
One of the most effective ways to share knowledge is through the
innovation of e-learning
Employers now expect employees to be responsible for their own
training if they are provided with their necessary tools and time
E-Learning vs Traditional Learning
Traditional Learning
Traditional training is when there is a trainer(s) and trainee(s)
Training traditionally is said to take away from work
Traditional training takes more time and effort compared to E-learning
which can me completes anywhere where there are the internet and/or
technology
Trainer(s) believe training is a crucial part of employees and managers
work
Trainers must create training material, must thoroughly research
company's situation before creating custom training plan for the
company
Company must find most qualified employees to accomplish the training
Using the traditional training method can help figure out the employees
strengths and weaknesses
E-Learning vs Traditional Learning
The more technology takes over the society the more company's have to
keep up to date with their technology as well
Our environment today values web based trading significantly more
E-Learning may be more expensive to design and deliver, but the cost will
be made up by its effectiveness over time
E-Learning can be useful because it can be used years after years because
if can simply be upgraded year after year to be up to date
Without getting an employee or trainer to spend time out of their work
to get paid to train every new employee or group of employees, you can
just pay once for a development of a customized web-based program
This will also allow for every trainee to be taught the exact same way
rather then when an individual has to train they may forget or not explain
situations the same to every trainee
Types of E-Learning: Synchronous
Synchronous (at the same time) - is the real time online training. The individuals
connect and interact with instructors and other participants by means of
synchronous technology within a preset time which is presumably convenient for all
the attendees and aims to facilitate online question asking and collaboration.
Delivery Methods
Videoconferencing
Webcasts
Interactive learning models
Telephone conferences
Virtual worlds
Chat rooms
Types of E-Learning: Synchronous
Benefits of Synchronous Learning
Trainee Engagement is achieved by the real-time involving of the
trainee into the platforms which are automatically stimulating a higher
engagement
Synchronous Collaboration The synergy and collaboration represent
the major reasons for a successful program that generates cognitive
results in both the conventional as well as online training. The real-time
online learning shapes the trainers role to one about facilitating,
guiding, and motivating the trainees through feedback and interaction
Instructional Pacing Online learning environments provide flexibility
and personalized learning opportunities
Disadvantages of Synchronous Learning
Inability to repeat the work or a lecture towards mastery
Limited opportunity to allow remedially or extension exercises
The learner is dependent on the ability of the trainer
Types of E-Learning: Asynchronous
Asynchronous (not at the same time) - enables the participants to learn at
their own pace without a live involvement of an instructor. It is the type of
learning that uses the internet as a support tool as opposed to synchronous
learning.
Delivery Methods
Virtual Libraries/Repositories of Documents, Presentations, Graphics,
Audio Files, and Video
E-Mail
Discussion Boards
Social Networking
Wikis and Collaborative Documents
E-Portfolios
CD/DVD
Types of E-Learning: Asynchronous
Benefits of Asynchronous Learning
Flexibility - access to the teaching material through online resources can
take place at any time and from remote locations
Time to Reflect & Situated Learning the system allows the learner to
reflect longer over ideas and subsequently can easily integrate the ideas
being discussed on the course with the working environment or access
resources on the Internet
Cost-effective Technology text-based asynchronous systems require
little bandwidth and low-end computers to operate, thus there is an
equal access, particularly global access
Disadvantages of Synchronous Learning
Takes more time and resources
Loss of face-to-face contact, if this was the only mode
Possibility for overload of resource material
Possible loss of a sense of continuity and immediacy.
E-Learning in Canadian Business
Canadian businesses are increasing their use of e-learning to cut costs in
training and travel
Based on Canadas large and vast territory e-learning is used to make
training easier and more accessible nationwide
The effects of e-learning can include taking national companies and
providing international opportunities with their employees, consumers,
and ideas.
E-Learning in Canadian Business
Canadian E-Learning Companies
Desire2learn a Canadian company that primarily focuses on the
education sector but looked to increase the tools for training and
development in the corporate sector. They introduced a new version of
their program, LearningSuite 10.1. which brought learning repository,
course creation tools, and an e-learning portfolio module to businesses
Edu-Performance - Use LMS and TACTIC approaches that allow the
creation of custom ways of training and development specific to each
corporation
INTELEX - Provides an innovative training management system that is
used through many companies within Canada.
Subaru Canada aimed towards a new system geared away from folders
and spreadsheets but to efficiently and fairly train all employees across
the country they enlisted the use of Intelex as a source for online training
E-Learning Trends
Spacing - It is proven employees retain very little of the information they
learn from a classroom or e-learning setting. They have learned how
frequently they need to provide training bursts in order to optimize the
e-learning session
Chunking - Combining certain information together so that it covers the
main points in more than one area, this makes it easier for the person to
retain information
Mobile Learning - Short bursts of information for just-in-time learning to
complete a specific situation
Social Media - Creating social and virtual training methods i.e. Youtube
videos
Gamification - Creating games for training activities to get people more
engaged and eager to learn
Personalization - Businesses can now implement personalized training
methods that differ from person to person
E-Learning Trends in 2015
Just-In-Case Learning - Taking advantage of the information and
materials that are available to you because you never know when you
might need it
Just-In-Time Learning - Offering on-demand programming that users can
access anytime/anywhere
Pre-Assessments - Before learning the subject, conducting a Pre-test on
an individual will shape their learning path accordingly
Big Data - Firms can track the progress and effectiveness from E-Learning
and see whether or not the type of E-Learning they are using is worth the
investment
E-Learning Perspectives
Previously, training and learning were bound to the areas where they
were being taught. However, through E-Learning the training process has
not been restricted based on location, opening up the opportunities for
employees and companies
The future of E-Learning has no boundary, and, as a result, could lead to
only online training saving companies money on educators and increasing
the hours available to train an employee for a training session that would
be less expensive and more time efficient
E-Learning is also expanding to programs available on mobile devices.
This will allow employees to be up to date in discussions on their
business ideas and access to contact other employees in the same field
or scope out ideas from a competitor.
E-Learning Perspectives
E-Learning will also allow better techniques in analyzing training
programs. Through the monitoring of popular and less popular training
programs, it can be used to change the process based on the user`s
interests
E-Learning will only benefit from the future as we are continuously
creating new strategies and technologies to allow for more effective
learning retention, improve employee engagement, and allow businesses
to capture data that influences learning
Case Study Deloitte
Deloitte is one of the Big Four professional services networks under
which tens of thousands of dedicated professionals in independent firms
throughout the world collaborate to provide audit, consulting, financial
advisory, risk management, tax and related services to select clients
The firm has more than 220,000 professionals at member firms delivering
services in more than 150 countries and territories with 35.2 billion USD
revenue in 2015
Case Study Deloitte
Deloitte Leadership Academy (DLA) uses extensive online coursework
containing a variety of consulting practice topics to make training more
accessible for employees which deliver lessons and insights to more than
50,000 executives at more than 150 companies worldwide
The structure of DLA embeds missions, badges, and leaderboards into a
user-friendly platform along with the 3 categories - videos, in-depth
content, and self-assessments (tests and quizzes)
With Badgeville Game Mechanics, Deloitte gave their consultants instant
feedback of their progress and guided them along clear learning paths. As
consultants completed related coursework, they built up reputation that
intrinsically motivated them to continuously engage
Effectiveness of DLAs game mechanics is determined by the training
content which is designed by the top business schools - Harvard Business
Publishing, IMD, Melbourne Business School, and Stanford Graduate
School of Business
Faster Course
Completion
Case Study Deloitte (Gamification)
Part 1. Getting Started:
The learner must complete the first mission by watching a 3 minutes video that
explains the interface and user features
At the end, they have to connect with LinkedIn and Twitter accounts and
customize the profile
Part 2. The Game:
Learners receive badges for completing each online learning program
There are 2 types of badges regular, for straightforward achievements, and
Snowflake which are surprising for achieving certain goals.
Its non-traditional 7-day reset avoids the discouraging affect of many
leaderboards, in which the consistent top users with sky-high scores turn
newcomers off with their dominance
Deloittes multiple leaderboards reset every 7 days, and the competition for top10 on each is always limited to other users on the same general level as each
other
Deloitte isn't rewarding employees with more than the pride of earning a badge
Case Study Deloitte (Gamification)
Conclusion
Ensures the multi-platform engagement of users, and the level of
customization deepens the engagement
The percentage of people returning every week is 47% a week which
opposes Gartner prediction that 80 percent of gamification systems will
fail to meet business objectives by 2014
The game also helped identifying within the firm the top performers on
a specific topic, making it easy for future implication of this employees
to work with tasks that involves the learned skill
All in all the gamification program used is an success which has educated
until now approximately 50.000 trainees involved since 2008.
50%
Faster Course
Completion
47%
Higher Daily
Return Rates
36%
Greater Weekly
Retention
Expert Insights
50%
Natalia Cozma
Natalia Cozma is the Integration & Research Center Manager at Faster Course
Pedersen & Partners. She joined the firm in 2007, having gained Completion
significant experience in research and extensive knowledge in HR &
talent management
Pedersen & Partners
Pedersen & Partners Executive Search is a leading international
Executive Search firm with 56 offices across Europe, Asia, Africa,
the Middle East and the Americas
Greater Weekly
Retention
Expert Insights Blitz Interview
Q1. How have you expanded your understanding of e-learning principles
and technologies recently?
A1. The e-learning has to be interactive in order to help the trainee stay
focused. Technology offers the necessary means to engage the trainee. I am
following few principles: the training should be thorough but not boring;
comprehensive, but concise; clear and easy to understand
Q2. How do you typically handle the eLearning design process?
A2. During the e-learning design/review my focus is always on the trainee: the
e-learning is flexible and easy to adapt to the trainee. In most cases, it is
tailor-made.
Q3. How would you evaluate the results of E-Learning?
A3. Through practical/applied exercises and evaluations case studies:
situation, task, action.
Q4. What do you know about following in Computer Based Training?
A4. E-learning can precede the one on one training, but e-learning alone it is
not enough;
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