Doorzoek het forum
Zoeken met Startpagina
Startpagina Thema's
Gerrit
Op VNU.net stond een opmerkelijk bericht over het gemiddelde
leerresultaat bij de doorsnee e-learning toepassingen. Er wordt teveel geinvesteerd in sexy content en te weinig rekening gehouden met waar werkelijk omgaat, het eigenlijke leerproces.
Wie heeft er een mening over deze stellingname, ook in deze discussie hebben we het over de lerende organisatie
Sexy e-learning doesn't work
By Rachel Fielding
Current projects are failing to deliver, says HR expertE-learning projects
are failing to deliver because companies are too focused on ‘sexy’ content
rather than improving the learning process.
The head of e-learning at Accenture HR Services, Ian Webster, told
vnunet.com that client expectations meant e-learning suppliers are being
drawn into offering products that look good but deliver little benefit.
"The flashier you get and the more gee-whiz you are, the better the
e-learning supplier you are seen to be," Webster said.
"I suppose we're guilty of this ourselves. If a client is hooked on getting
e-learning, you can deliver something that looks good but where the learner
doesn't learn a lot," he added.
Training is at the bottom of most companies' to do list and easily
interrupted by other ‘priorities’. But until it is made a priority, it will
fail to produce results, Webster said.
"Given the opportunity, most people would enjoy taking part in a learning
activity if they saw something in it for them.
"I suspect training and learning opportunities only crop up as part of the
annual performance. But I wonder how many people take that forward 48 hours
later.
"Too few companies have a culture that encourages development of new skills
and the refreshing of existing skills," he said.
But staff need to make e-learning a part of their day-to-day jobs, Webster
said.
"A lot of people still regard learning on the screen as something of a
subversive act. There's wariness on the part of the employee to fully take
part in e-learning activity."
Putting flags on top of monitors while e-learning is in progress or
allocating a dedicated room to it are ways to turn e-learning into something
more than an activity when you have nothing better to do, he continued.
Accenture HR Services was set up earlier this year following the acquisition
in February of ePeopleServe, a joint venture between Accenture and BT.
Elearning not making the grade
By Rachel Fielding
Early adopters only moderately satisfied with their investments Elearning
has once again come under fire, after a study by analyst IDC criticised many
of the offerings on the market for failing to meet business objectives.
It was also critcised for being too costly and time consuming to link to
other back office systems.
Michael Brennan, one of the co-authors of the IDC elearning report, said
post-sales activity and helping clients to encourage employees to use the
systems, were also areaa that needed improvement.
"Lack of use is still a big issue, particularly for those vendors that offer
large catalogues of content," he said.
"Companies need to dedicate resources to ensure they convey the business
benefits of using elearning, and making sure it's aligned with business
objectives."
But corporate purchasers of elearning are nonetheless sold on the concept,
the report says, in particular the flexibility the training mechanism
provides particularly when combined with classroom-based training.
"People have tended to see elearning as a panacea, but now they realise that
it's really an additional extra," Brennan said.
Of those respondents who had not bought into the elearning concept, 44 per
cent blame cost, and a similar number said a lack of management buy-in was
to blame. Two out of five non-adopters said they planned to do so in the
next two years.
But despite the hype, predictions from analyst Ovum Holway indicate that
online learning will account for just a fifth of the IT training market by
2004.
Analyst Heather Small said IT training still means going back to the
classroom for the majority of UK companies.
She also warned that most investments in elearning were driven by a desire
to save costs. But outrageous claims about the financial benefits of
elearning were giving companies false expectations about realistic return on
investment.
"Customers expect training to be cheaper but
it's acutally phenomenally expensive to deliver," she said.
Brennan warned that going forward, the focus for elearning companies would
be on linking training with performance management and tracking.
"We're still not at a point where we can prove that training has positively
impacted productivity or sales," he said.
“Elearning can offer so much if you start by addressing business issues,”
said Laura Overten, global programmes manager at elearning giant SmartForce.
"It also helps to market elearning internally because everyone can see how
it addresses real business problems such as increasing competitiveness or
time to market.
"When you choose a company to work with, do they have the experience and
case studies and strategies for post-implementation service - or will they
love you and leave you? Tie down those issues at the outset. Don't
underestimate the cultural implications," she said.
Bron: www.vnunet.com
