This article is written for managers who are thinking about using eLearning in their company but are not sure how to go about deciding whether to go, or how far to go.

Can I try out eLearning without committing too much?

Yes, unless your training needs are very specific there are many “off the shelf” courses that you can use to get started.

There are a number of ways to work with eLearning, but the most common entry point is with Computer Based Training courses that have a quiz at the end. You can tailor courses to your company’s practices, but this requires a little more effort.

Once you have selected your training you will need some way for your staff to take the training. In online learning this is called a portal or Learning Management System.

If I use eLearning is our in-house instructor redundant?

No. When you start using eLearning and Instructors both have their pros and cons. CBT is flexible and is excellent for ensuring that standard messages and knowledge are imparted quickly without having much in the way of down time for staff.

Instructors are better at everything else, tailoring standardised messages, assessing skills, providing group exercises, the list goes on.

The best thing is to use eLearning and Instructors where they give you the best benefit. For example: A manual handling course:

In a normal course the instructor gives an initial presentation of the process of safe lifting, and then assesses each participant one by one (and in groups). Each assessment takes about 15-30 minutes per person.

A manual handling course normally takes a half a day for a class of 8-12 people.

  8 to 12 staff x 4 hours = 40 hours

Using CBT to impart the processes and the instructor doing the assessments the time cost is substantially reduced ...

  CBT: 8 to 12 staff x 30-60 minutes
  Assessment: 8 to 12 staff x 15-30 minutes
    About 12 hours!

But whether you use CBT or not you will need your instructor.
With CBT however they can proving more value than before.

Do my staff need to know computers?

Many people believe that their staff in the workshop or in the warehouse cannot use eLearning because they are not computer literate. There are courses that teach you how to use computers, so you obviously don’t need to be computer literate to learn with eLearning. I have trained staff with CBT who have never used a computer and who were not fluent in speaking English.

Staff who are “afraid of computers” will need support. If you use a training room an instructor might sit with a group to help them feel comfortable.

Is online Learning right for my company?

This is the most important question of all.
And here are a few questions to help you figure this out:

Do your employees use computers?

Employers must have workstations assessed at least every two to three years. And if you have people working remotely (telecommuters or e-Workers) the employer is responsible for assessing their home workstations. Workstation safety is important because there are many hazards that are not immediately obvious.
The good news is that trained employees can assess their own workstation.

1. Are staff turnover levels low & is induction training short?
2. Would staff appreciate being trained & can I improve morale in this way?
3. Is the potential cost of untrained staff high & what training do they need most?
4. Is staff downtime expensive & can I address training without downtime?
5. Are staff accepting of new things & can I make it easier?
6. Does your company consider staff to be an asset that is worth investing in?
7. Would directors support eLearning & how could I increase their support?

If you answer negatively to these questions then eLearning is probably not for your company. You should first try to work on ways to change your company by communicating the benefits of innovative improvements. Company culture can take time to change, but be consistent and patient.

If you are not sure you should being investigating if you can improve the situation in your company. Talk to management about your reasons and try to plan how your training might progress.

If you answered positively to these questions you should being look at your existing training programmes, and see how eLearning might improve things.

How should I start off in eLearning?

Once you have an idea of what training you would like to start with, discuss your ideas with management. Decide on what training you think would be best for the company, and then decide on who should get it, this is your “pilot” training audience. Look on the Internet for “off the shelf” CBT that will contribute to the training in your pilot.

You need to know how you will know if your pilot is a success and when it is complete. How you measure “success” depends on your company. You could measure number staff trained over time (faster or more), or staff satisfaction with the training, the cost of training, or a mixture.

Once you know what you want to do and how you will tell if it was a success, give management your reasons for wanting to try eLearning (these should mirror your pilot success criteria). You will need to get management support and most importantly don’t go ahead with the eLearning until you have their support for your project.

Armed with a project, management support and a pilot audience, you should contact eLearning providers to see what “off the self” CBT is available for your pilot and how you will track your project’s success criteria.