E-Learning for Companies

Training is an integral part of the operations in an organization. From induction of new employee to leadership training, every company has to spend time, effort and money in organizing trainings. Yet the knowledge dissemination is not uniform and sometimes not enough for the professional growth of employees. There are dedicated training departments for large firms, whereas in smaller firms, senior employees act as trainers or mentors.

Typically companies provide training in various ways:
• Hold in-house training sessions
• Provide manuals and self-study material
• Tie-up with some outside institution
• On the job training where senior employees act as mentors
• Adhoc trainings by bringing in experts as training consultants

Whatever might be the way, it puts extra burden on resources and the un-organized nature of knowledge transfer does not often yield required results. Sometimes the trainee is also torn between giving time to training versus work.

E-Learning is an option that is being increasingly considered by companies to save on cost, time and resources. One pre-requisite of e-learning is computer literacy which is no longer an issue in current scenario.

A learning management system (LMS) manages and deploys e-learning. It also consolidates the training resources and information of the organization. Communicating and sharing knowledge becomes easier. An LMS makes the learners accountable for their own training plans and helps the HR department track and plan the career growth of employees. Controlled access to courses ensures that the training material is distributed only to those who really need it. Reduction in time off from work increases the productivity of the employees.


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  1. #1 by Joseph on February 21, 2011 - 7:36 pm

    e-learning is a much more complex process. The first thing is that you ought to see an organizational culture change that embraces e-learning. Putting up learning material on a LMS system does not mean you will have employees flocking into the website to acquire knowledge. Controlled access is good but you should first allow people to embrace e-learning. So driving the concept across is a bigger challenge that HR has to deal with.

  2. #2 by Gene K. on February 23, 2011 - 2:48 pm

    Interesting sentiments expressed here. I definitely agree that the future of educational breakthroughs in the workforce lies in the digital world. I also agree with Joseph that the organization itself must adapt and accept that technology allows us to broaden our horizons, as a company and as an employee, at phenomenal rates. The world truly is getting smaller, and companies must position themselves to embrace this change. I don’t know if a company-wide directive or maybe just a few representatives, but attending an e learning conference (see the link for the next upcoming conference, the E-Learning Summit in Washington, D.C., and a list of speakers there) could really help a company leverage itself in E-learning field.

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