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Monday, November 8, 2010

Topic: Employee Management

Reference: “E-Learning Hits Its Stride.” Workforce Management Online: Http://www.workforce.com/section/training-development/feature/elearninghitsitsstride. November 2, 2010.

Monday, November 8, 2010

Topic: Employee Management

Reference: “E-Learning Hits Its Stride.” Workforce Management Online: Http://www.workforce.com/section/training-development/feature/elearninghitsitsstride. November 2, 2010.

Now that the business cycle is starting to slowly trend up, it may be time to expand investing in employee training and development. Many companies have not invested in their employees over the past several years and that lack of investment coupled with higher productivity requirements may mean that employee turnover will skyrocket once the job market improves. It makes sense that organizations strained with operating cash needs pulled back on employee training. However, enlightened firms recognize that it is important to change that investment profile. While companies are still hesitant to send employees off-site for training and continue to have concerns over the return on training dollars expended, on-site training remains an excellent value. This is particularly true when it is tailored to real work scenarios, facilitated over an extended time frame, and combined with executive coaching.  Another alternative is to provide training over the Internet. This e-learning alternative has been gaining in popularity as investment in employee initiatives have fallen. E-learning was once a fringe training delivery mechanism, in part because people tend to learn better from other people, and e-learning lacks the dynamics of a classroom setting. Nevertheless, in the referenced article the commentator does a fantastic job of describing the recent growth and acceptance of e-learning initiatives. “One of every three hours of training is now being delivered via some form of technology, and that ratio is expected to climb in coming years.” One reason for the growth is the drop in the cost to access e-learning technology. Internet tools are now being used centrally in a number of organizations. Even small organizations can access training modules at affordable rates via the Internet. As a result, virtual training methods are here to stay. If you have a need for new training initiatives, but lack investment dollars, e-learning may be just what you need. However, e-learning initiatives do have limitations and it is important to understand what they are and how they differ from interactive class settings. In my opinion the best way to optimize training is through a mix of on-site classes, supplemented with e-learning initiatives and executive coaching. The same is most likely to yield the best return per dollar expended. No matter what approach you take, e learning is more likely to be part of the solution.