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Time of change in Enterprise Learning and Corporate Training.
Increased focus on integrated performance and learning strategies will force further alignment between training and HR.
On-going Learning technologies evolution and integration of self-published content and collaboration will become a significant element in
enterprise learning solutions. Organizations are evolving toward shared services and building integrated business plans that incorporate
learning across the organization itself.
Training budgets are increasing
According to recent research, training budgets are dramatically increasing: in the US on average by 7% in 2006-2007. This is mainly depending on 3 primary reasons:
- Economic growth in many regions is putting greater demands on training.
- Talent shortages, felt in all industry sectors, are driving hiring and training new personnel and on training current employees for new roles.
- Corporations are increasingly recognizing that learning is part of an integrated talent management process that includes recruiting, performance management, leadership development, and succession planning.
Corporate Training structure and operations are changing
The most successful learning organizations have moved away from the corporate university model to a shared services model.
We define shared services as an internal business function that provides consulting and operational services to various groups throughout the
enterprise. The role of a shared services organization is to support business units in achieving their business goals.
This shift is resulting in organizational changes. Shared services organizations spend more on technology and outsourced services, thereby
allowing internal staff resources to focus more on strategy, business alignment, measurement, and performance consulting.
New economics are leading to increased use of outsourcing
Like IT and marketing, learning organizations are cost centers. Historically, learning has been based upon a variable cost
model. With such a model, costs are directly dependent upon the number of employees trained.
However, with the advent of e-learning, learning in most companies is now based on a fixed plus variable cost model. This is because the use
of e-learning requires up-front investments in technology, development tools, and content. These investments are fixed, no matter how many
employees are trained. This model gives companies the ability to reach more employees and deliver more content for the same cost.
As a result of these new economics, learning organizations must reallocate resources. Delivery-based positions are being replaced with new
positions in technology, content development, measurement, and support.
Because technology and sophisticated content development require specialized skills, learning organizations are relying more on outsourcing
services to help meet these needs. By implementing an infrastructure that reaches many more employees at a far lower cost per hour, the
training organization can selectively outsource areas, which are not core to the company’s expertise and focus.
E-learning Benefits
These are some benefits Online Training offers:
- Convenient: as more and more people struggle to balance the demands of work and home, e-Learning allows people to learn from work, home and on the road.
- Relevant: since courses and content deal with the most current topics, e-Learning ensures training is applicable to a person's career and business objectives.
- Immediate: because training can be delivered via the Internet, e-Learning allows people to begin their training now, with just a few mouse clicks.
- Affordable: up to 90% cheaper than instructor led courses, e-learning is cost effective and easy on your pocketbook.
- Funny: By providing only the highest-quality interactive content, e-Learning not only effectively keeps people up-to-date, but interested as well.
- Interactive: simulations have learners do what they are learning which leads to greater retention of covered material.
- Self Directed: learn at your own pace, quickly or take your time. Focus on what you need - skip what you know or don't need. Or, repeat sections. You're always in control of learning where, when and how you want with unlimited access 24 hours/day, 7 days/week.
- Great RoI: valuable courses that will raise your earning power right at home or at work; you don't need to travel anywhere to get online learning. And students can often get their employer to pay for computer training.
- Easy to Use: you only need an internet browser; web based and designed to load quick and get you learning fast; tested and proven online training designs with step by step, easy walk through's.
Characteristics of e-Learning
- Dynamic: today's content, in real time, not old news or "shelfware." Best sources, quick-and-dirty approaches for emergencies.
- Real time: you get what you need, when you need it.
- Empowering: e-learners have control over how fast they can learn, what material they need to cover, where they can learn, and how much they can learn, they are empowered to gain knowledge, skills, and abilities in a manner that is best suited for their learning style.
- Individual: every e-learner selects activities from a personal menu of learning opportunities most relevant to his or her background, job, and career at that very moment.
- Comprehensive: e-Learning provides learning events from many sources, covering every imagineable topic, enabling the e-learner to select a favored format or learning method or training provider.
- Effective: e-Learning allows the learner to interact with the material for maximum retention of gained knowledge.
- Quick: e-Learning allows the learner to learn at the fasted possible effective pace. Self-paced e-learning leads to a quicker retention of the material through it's interactivity, allowing the learner to speed through material in which they are already proficient, and absorb the material with which they are the least familiar.