E-learning is to classroom learning as cell phones are to a pay phone at the bus station. At least it is in some ways.

For instance, e-learning allows you to learn anywhere and usually at any time, as long as you have a properly configured computer. Cell phones allow you to communicate any time and usually anywhere, as long as you have a properly configured phone. E-learning can be CD-ROM-based, Network-based, Intranet-based or Internet-based. It can include text, video, audio, animation and virtual environments. It can be a very rich learning experience that can even surpass the level of training you might experience in a crowded classroom. It's self-paced, hands-on learning. The quality of the electronic-based training, as in every form of training, is in its content and its delivery. E-learning can suffer from many of the same pitfalls as classroom training, such as boring slides, monotonous speech, and little opportunity for interaction. The beauty of e-learning, however, is that new software allows the creation of very effective learning environments that can engulf you in the material. We'll use software from Trainersoft as an example to show you how the process works. Levels of e-learning E-learning falls into four categories, from the very basic to the very advanced. The categories are: y Knowledge databases -- While not necessarily seen as actual training, these databases are the most basic form of e-learning. You've probably seen knowledge databases on software sites offering indexed explanations and guidance for software questions, along with step-by-step instructions for performing specific tasks. These are usually moderately interactive, meaning that you can either type in a key word or phrase to search the database, or make a selection from an alphabetical list. y Online support -- Online support is also a form of e-learning and functions in a similar manner to knowledge databases. Online support comes in the form of forums, chat rooms, online bulletin boards, e-mail, or live instant-messaging support. Slightly more interactive than knowledge databases, online support offers the opportunity for more specific questions and answers, as well as more immediate answers.
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Asynchronous training -- This is e-learning in the more traditional sense of the word. It involves self-paced learning, either CD-ROM-based, Network-based, Intranet-based or Internet-based. It may include access to instructors through online bulletin boards, online discussion groups and email. Or, it may be totally self-contained with links to reference materials in place of a live instructor. Synchronous training -- Synchronous training is done in real-time with a live instructor facilitating the training. Everyone logs in at a set time and can communicate directly with the instructor and with each other. You can raise your cyber hand and even view the cyber whiteboard. It lasts for a set amount of time -- from a single session to several weeks, months or even years. This type of training usually takes place via Internet Web sites, audio- or videoconferencing, Internet telephony, or even two-way live broadcasts to students in a classroom.

E-learning is hot. And for good reason. If done right, it can produce great results by decreasing costs and improving performance. Also, unlike a one time classroom session, the elearning course is available for others. This includes the static elearning course as well as any ongoing conversations in networked communities. Recently, I had a conversation with someone new to elearning and it struck me that she didn t fully understand the value of elearning. I think this is common as more people are joining the world of elearning. Understanding elearning s value helps you make the best decisions about when and why to use it. E-learning Supports the Organization s Goals

Improved training costs. Producing learning content is time consuming whether it s online or not. With elearning, each time the course is accessed your return on investment improves because you are dividing the fixed production costs by number of uses. You also have savings through decreased travel, reduced material, and hopefully improved (and more efficient) performance. y Decreased material costs. Let s say you have to train how to arrange equipment in a sterile environment like an operating room. If you had to use the real environment, it would be costly. Even setting up a fake environment has material costs and labor. By creating the environment online and letting the learner practice, you never have to worry about the costs associated with set up, use, and clean up. y Increased productivity. Because elearning is not bound by geography or time, you can control training s impact on production by training people during down times. In addition, with the current economy, you re asking people to do more with less. So elearning is a great way to give them the tools and skills needed to enhance their performance. y Standardization. You may have a great facilitator, but that s no guarantee that the courses are presented the same across sessions. Elearning allows you to create a standardized process and consistency in the delivery of content. It also compresses delivery time. I ve combined elearning courses with facilitated sessions. Elearning delivered consistent content. Live sessions were interactive case studies that applied the information. E-learning Supports the Learner s Development
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Real-time access. Live learning events require that those who participate align their schedules to the training calendar. Elearning eliminates this because the course can be accessed anytime, anywhere. This can also happen without Internet access. I saw a Red Cross demo where the learners accessed the content on a PC out in the field and uploaded their results when they were back online. y Freedom to fail. Let s face it, real learning requires some failure. But no one likes to fail in a classroom full of other people. Elearning lets you fail without fear. This encourages exploration and testing of ideas. With the right feedback you create a great learning environment. Worst case, you can always start over. Something you can t always do in class. y Improved retention. The combination of multimedia and instructional design can produce a very rich learning experience that is repeatable. Throw in some good practice activities with feedback and you have a learning environment that s going to help your learners retain the course content which will produce results. y Personalized learning. Look out the window at your parking lot. My guess is that you ll see a dozen or more different cars. They all do the same thing, yet we have personal opinions about what we want to drive. The same for learning. Learners want control. Elearning allows you to offer control to the learners in a way that classroom learning doesn t. E-learning Nurtures a Learning Organization & Community
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Ongoing access to resources. If you take a class in the real world and need a refresher, you better hope that you took good notes. Otherwise, you re out of luck. That s not the case with elearning. Ideally, you continue to have access to the online content and resources to brush up on what you learned. Knowledge management. Many people see elearning as only the authored courses. But elearning includes all sort of online technologies. If you incorporate some of the tools that allow collaboration and conversation, you can capture organizational knowledge that is available for future learners.

Encourage sharing. The foundation of a learning community is built on sharing what you know with others. This is where incorporating a forum or wiki really adds value to your elearning. Depending on how the course is structured, you can encourage sharing of resources and insight gained from the course. Employer of choice. People want opportunities to grow. A cafeteria with high fat foods is one way. Another is a catalog with all sorts of elearning courses. This allows them to explore other opportunities in the organization. During downtime, it would be great to spend fifteen minutes learning to better manage meetings or improve working with peers. Offering these opportunities to learn makes you a place people want to stay.

y Elearning is good for the environment. One of the challenges with making elearning effective is how you manage the courses and access to resources. I m an advocate of freeing up the course navigation and giving the learner more control.

Some of the benefits of realized by corporations and institutions that use web-based training as an integral facet of their organization's training function are listed below: Strategic Advantages Creating a Global Workforce Web-based training is a powerful instrument for developing a global labor force. Web-based training can deliver custom, sophisticated instruction to employees all around the planet. (2) Reacting to Abbreviated Product Development Cycles Companies that create today's best of breed products and services are now introducing their wares more quickly into the marketplace. The use of web-based learning management systems allows your organization's training function to keep pace with the market. Web-based training can be used to provide the needed instruction without taking workers away from their daily responsibilities. (3) Managing Flat Organizations Down and right sized organizations have now become the norm in today's business landscape. As a result, line managers have multiple responsibilities and are severely time impoverished. E-Learning can help by delivering training for those areas which line managers are

normally responsible, such as desktop application training and product training. They are then freed up to tackle other pressing priorities in their workday. (4) Adjusting to Employee Wants and Needs Economic and demographic shifts has fueled the growth of telecommuting, virtual offices, job-sharing, and flextime. Delivering training via the Internet overcomes the obstacles imposed by the exigencies of a transient workforce. (5) Facilitating a Contingent Labor Force Contingent workers, such as temporaries, consultants, retirees who work part-time, the self-employed has increased dramatically over the last decade. Companies and organizations have become more reliant on contingent workforces to deal with peak labor demands. ELearning solutions and web-based learning management systems are invaluable tools to train and manage this unique labor force. (6) Retaining Valued Workers Education has become a critical lynch pin in a company's or organization's worker benefits portfolio. Workers in today's new economy are not as afraid to move to a new position if they feel their interests and career welfare are better provided for in a different environment. Webbased training programs that offer certifications, college and graduate school education, and other important job skills become powerful incentives for an employee to stay. (7) Increasing Productivity and Profitability E-learning programs and training increase employee knowledge and skill levels. As they become better at their jobs, they sell more products, reduce waste, are more productive and efficient. An educated, well-trained workforce is the main driver to profitability for today's businesses. (8) Tactical Advantages Flexibility to Learn Anytime, Anywhere Learners can access courses and content from their office, home, or hotel room from any spot around the globe. (9) Reduce Travel and Related Costs Save on hotels; airfare, meals, and other travel expenses associate with traditional onsite training. (10) Tools for Tracking, Updating, and Managing Training Web-based learning management systems make it easy to track, update, and manage online learners. Learning management systems facilitate, reporting, succession planning, and workforce development from one, centralized, web-based source. (11) Affordable Per-Student Costs Almost every computer today can be set up with a modem and free browser software with which to access the Internet, so set up costs are relatively low. (12) Just-in-Time Learning Online learners can take training just before they need it rather than enrolling in a program months before they need the training or refresher class. (13) Making Updates Easy Web-based training can be updated quickly and easily, so there is no time lag or extra reprinting cost. (14) Administer Competency and Compliance Management Multiple spreadsheets across various managers' computers make competency management and compliance management a tedious and time consuming task. A centralized, web-based learning management system aggregates all the data into one location were all the necessary managers can access the information when they need it. (15) Training Delivery Advantages Consistent Delivery Web-based training is delivered uniformly in a consistent framework, which increases understanding and absorption of the material. (16) Learning Object Architecture Supports on Demand; Personalized Learning Web-based training is designed and developed so content can be chunked into discrete knowledge objects to provide greater flexibility. Students can access these objects through pre-set learning paths, use skills assessments to create individualized study plans, or use search engines to locate exact topics. (17) Interactive Content, Graphics, and Animations Interactive content, graphics, and animations make lessons standout and help imprint the material on the student's mind. (18)

Customized Material Content can be customized to meet the training objectives of a specific program quickly and easily. (19) Self-Paced Programs Students can learn at a pace that works for their individual learning style and life circumstances. (20) Infrastructure Advantages Leverage Existing Infrastructure Web-based training makes use of already existing infrastructure such as computers, servers, intranets, etc. There is no addition outlay for hardware or capitol assets. (21) Controllable and Secure Access Web-based learning management systems can be easily configured to secure and monitor access. (22) Private Networks and Secure Server Installation Web-based learning management systems can have greater security because they can be installed on private networks and secure servers. (23) Linking with other Training Systems E-learning programs can link with other human resource development systems or training systems. (24)

Benefits of using E-Learning for Employee Training and Development Due to rapid changes in technology, new techniques, such as business skills training online via the Internet, are available for employee development that generally offer better results. Employers find the need for continual training of employees to keep up with innovations. For example with computers forming an essential part of most businesses, it becomes necessary to train staff in any new programs that hit the market that are valuable to the organization. One cannot employ new people each time a new program is invented. One of the best training methods, can be online learning. The benefits of using elearning for employee training and development in order to upgrade employee knowledge base are attracting an increasing numbers of employers for several reasons. Time is money and most employers realize the setback their business suffers when employees have to put their work on hold and travel to attend training seminars and programs. It is a catch 22 situation for the employer who finds that if the employee is sent to study then the work suffers and if the employee is kept back then too there is a backlog of work. Online business skills training programs solve this problem by enabling the employer to introduce employee training and development plans through the process of elearning. Employees can increase their productivity by following these online employee training and development programs in the comfort of their office or home. Thus, one of the most important benefits of using elearning for business skills development is the time saved which also saves money. E learning programs are available at the place of convenience to the employee or the employer rather than the other way round. eLearning for employee training and development also translates to increasing productivity of the employee. Since the programs are taught online, one can over see the entire process and judge how it is affecting the productivity of the employee. Because the instruction is online day-to-day progress of the employee can be monitored and tracked, resulting in maximum benefit of the training program. Employees can grasp and understand the instruction of these online employee training and development programs at their own pace. With regular seminars and training programs, if the employee is unable to understand a concept it is not always possible to go through it again. On the other hand, with e leaning training programs one can replay any aspect of the program until comprehended absolutely. Since elearning is not restricted by time, it allows one to go through the entire curriculum without having the pressure of time on the mind. At the same time, it is easy to skip the parts that one already knows about thus saving time doing repetitive study.

There are many good employee training and development programs available online which cover a variety of subjects like accounting and bookkeeping, sales, management, business communication, and negotiation skills development. Both employers as well as employees can review the entire selection of online employee training and development courses on web directories like eLearningYellowPages.com and select the program most applicable to them. One can undertake to study several programs at the same time if so required since physical presence is not required while studying online. Using E-Learning for employee training and development enables one to takes various online tests and quizzes that enable one to judge the present knowledge base of the participant. Employers can go through these test results and decide exactly where the employee stands. It was believed that online employee trainings lack the competitive spirit and so fails to provide the necessary push to learn as well as perform. However, with chat rooms and virtual discussion rooms coming alive e leaning programs have given a new meaning to interaction. Similar ranked employees all over the globe are able to compete as well as gain insight from each other. Only e learning can bring together such a large array of students. Using elearning for employee training and development also saves incidental overhead expenses. Various travel and lodging expenses have to be incurred by the employer when choosing to send an employee for a training program. Apart from the incidental costs, these programs have hefty fees, which also have to be paid by the employer. On the other hand elearning programs have a nominal one time cost. There is no such provision in the case of regular employee training seminars and courses. The benefits of using distance learning for employee training and development has translated into a phenomenal growth in online studies and the trend seems to be growing rapidly. What are the Advantages of E-Learning? Flexibility, Accessibility, Convenience Learners can proceed through a training program "at their own pace and at their own place." They can also access the e-Learning course at any time, and only as much as they need. This is also known as "Just in time and just enough." Cross-platform Support E-Learning courses are accessible by Web browsers on any platform: Windows, Mac, UNIX, OS/2, Amiga, etc. You can deliver your training program to any machine over the Internet or intranet without having to author a program specifically for each platform. Browsers and Internet Connections are Widely Available Most computer users have access to a browser, such as Netscape or Internet Explorer, and are connected to a company's intranet and/or have access to the Internet. Inexpensive Worldwide Distribution No separate distribution mechanism is needed. E-Learning courses are accessible from any computer anywhere in the world, which keeps delivery costs low. Ease of Updates After the e-Learning course is released, any changes can be made on the server hosting the program and everyone worldwide can instantly access the update. Courses can be designed to access designated current information, such as the latest new product specifications, from any other server worldwide for an on-the-fly update whenever the e-Learning course is run. Savings in Travel Cost and Time There are no travel costs for bringing remote employees to a centralized workshop because the Web is available from all desktops. According to some analysts, the actual time required for training by computer averages about 50% to that of instructor-led training, further saving money.

any people think that E-Learning is training over the Internet. Although this is often true, E-Learning can be much more than that, including: y Training conducted through the Internet y Training conducted through a local or corporate intranet y E-Learning can even be saved onto a CD or DVD and viewed by learners off-line through a web browser y And combinations of the above The simplest definition is "any form of training that uses a computer network for course delivery, interaction, or facilitation and a browser for learner interaction." As higher bandwidth becomes more common, E-Learning is identified primarily with using the Web, or an intranet's web, to take advantage of the Web's visual environment and interactive nature. E-Learning is also called distance learning, web-based training, and computer-based training. For this course, we use "e-Learning" and "E-Learning" interchangeably (and, hopefully, consistently!) The key distinction between "old fashioned" correspondence courses, poorly designed e-Learning, and well designed e-Learning is interactivity. Well designed e-Learning includes many different opportunities for learners to interact with the course software, instructors, and other students. Designing courses with that interactivity is both the art and the magic of good e-Learning.

With this framework in mind, we'll now consider what topics and factors that work well for e-Learning delivery. Click hereor on the right arrow (below) to continue to the next section. Social, technological, and economic drivers are transforming education around the world. As globalization encompasses local economies like never before, the development of a skilled workforce becomes a genuinely international concern. And as human capital becomes the chief source of economic value, education and training become lifelong endeavors for the vast majority of workers. Technological changes increase complexity and velocity of work environment. Technology has changed the way we live, work, think, and learn. Today s workforce has to process more information in a shorter amount of time. New products and services are emerging with accelerating speed. As production cycles and life spans of products continue to shorten, information and training quickly become obsolete. Training managers feel the urgency to deliver knowledge and skills more rapidly and efficiently whenever and wherever needed. In the age of just-in-time production, just-in-time training becomes a critical element to organizational success. Lack of skilled labor drives need for learning. With unemployment rates at historic lows and a widening skills gap among the workforce, corporations compete fiercely for skilled workers. According to Business managers realize that corporations that offer ongoing education and training enjoy a higher rate of employee retention and the benefits of a better-skilled workforce. As a result of the rising importance of training, an increasing number of corporations have hired Chief Knowledge Officers (CKOs) or Chief Learning Officers (CLOs) to plan and coordinate training programs. Fierce competition in most industries leads to increasing cost pressures. With traditional training

methods, companies generally spend more money on transporting and housing trainees than on actual training programs. Approximately two-thirds of training costs are allotted to travel expenses, which represents a major drain on bottom-line profitability. In today s competitive environment, organizations can no longer afford to inflate training budgets with extensive travel and lodging. If opportunity cost is taken into account, the actual costs of training are even higher. Time spent away from the job traveling or sitting in a classroom reduces per-employee productivity and revenue tremendously. Globalization of business is resulting in manifold challenges. Advances in information technology and falling trade barriers facilitate business around the globe. As borders become less meaningful, global competition intensifies. International expansion and accelerating M&A activity have led to larger and more complex corporations. Today s businesses have more locations in different time zones and employ larger numbers of workers with diverse cultural backgrounds and educational levels than ever. Thus, more information has to be delivered in increasingly larger organizations, challenging internal planning, logistics, and distribution. Corporations worldwide are now seeking more innovative and efficient ways to deliver training to their geographically-dispersed workforce. e-Learning DEMAND Rapid obsolescence of knowledge and training Need for just-in-time training delivery Search for cost-effective ways to meet learning needs of globally distributed workforce Skills gap and demographic changes drive need for new learning models Demand for flexible access to lifelong learning SUPPLY Internet access becoming standard at work and at home Advances in digital technologies enable creation of interactive, media-rich content Increasing bandwidth and better delivery platforms make e-learning more attractive Growing selection of high-quality e-learning products and services Emerging technology standards facilitate compatibility and usability of e-learning products E-Commerce / e-Business

Knowledge workers require greater flexibility in the workplace. Globalization, competition, and labor shortages cause employees to work longer, harder, and travel more than previous generations did. At the same time, these workers require more independence and responsibility in their jobs and dislike close supervision. Today s knowledge workers have a non-traditional orientation to time and space, believing that as long as the job gets done on time, it is not important where or when it gets done. By the same token, they want the opportunity to allocate time for learning as needed. Modern training methods need to reflect these changes in lifestyle. Learning has become a continual process rather than a distinct event. In the new economy, corporations face major challenges in keeping their workforce current and competent. Many past training practices are unable to meet these challenges. Traditional training is often unrelated to new business initiatives or key technology drivers. In just-in-case fashion, courses are given and then forgotten, often without improving the performance of workers. While learning is not a one-time activity, training has traditionally been treated as such. To retain their competitive edge, organizations

have started to investigate which training techniques and delivery methods enhance motivation, performance, collaboration, innovation, and a commitment to life-long learning. Explosive growth of the Internet provides delivery vehicle for education. The emergence of online education is not only a matter of economic and social change, but also of access. Technology has revolutionized business; now it must revolutionize learning. In the 21st century, people will have to learn more than ever before. Especially for global organizations, live classroombased training is becoming too costly and cumbersome. Even if employees had the time to attend all the courses and seminars and to read all the books and reports they should to remain up-to-date in their area of work, the cost of such learning would be prohibitive. The need to transform how organizations learn points to a more modern, efficient, and flexible alternative: e-learning. The mission of corporate elearning is to supply the workforce with an up-to-date and cost-effective program that yields motivated, skilled, and loyal knowledge workers. Anywhere, anytime, anyone. The Internet can offer the logical solution for a company s education and training objectives. We estimate that approximately 80% of the professional workforce already uses computers on the job. Technical obstacles, such as access, standards, infrastructure, and bandwidth, will not be an issue two years from now. The growth of the World Wide Web, high-capacity corporate networks, and high-speed desktop computers will make learning available to people 24 hours a day, seven days a week around the globe. This will enable businesses to distribute training and critical information to multiple locations easily and conveniently. Employees can then access training when it is convenient for them, at home or in the office. Substantial cost savings due to elimination of travel expenses. When delivered through technology based solutions, training is less expensive per end user due to scale-able distribution and the elimination of high salaries for trainers and consultants. The biggest benefit of e-learning, however, is that it eliminates the expense and inconvenience of getting the instructor and students in the same place. Opting for e-training also means that courses can be pared into shorter sessions and spread out over several days or weeks so that the business would not lose an employee for entire days at a time. Workers can also improve productivity and use their own time more efficiently, as they no longer need to travel or fight rush-hour traffic to get to a class. Just-in-time access to timely information. Web-based products allow instructors to update lessons and materials across the entire network instantly. This keeps content fresh and consistent and gives students immediate access to the most current data. Information can be retrieved just before it is required, rather than being learned once in a classroom and subsequently forgotten. Training Magazine reported that technology-based training has proven to have a 50 60% better consistency of learning than traditional classroom learning (c-learning). Higher retention of content through personalized learning. Technology-based solutions allow more room for individual differences in learning styles. They also provide a high level of simulation that can be tailored to the learner s level of proficiency. With 24x7 access, people can learn at their own pace and review course material as often as needed. Since they can customize the learning material to their own needs, students have more control over their learning process and can better understand the material, leading to a 60% faster learning curve, compared to instructor-led training. The delivery of content in

smaller units, called chunks, contributes further to a more lasting learning effect. Whereas the average content retention rate for an instructor-led class is only 58%, the more intensive e-learning experience enhances the retention rate by 25 60%. Higher retention of the material puts a higher value on every dollar spent on training. Improved collaboration and interactivity. In times when small instructor-led classes tend to be the exception, electronic learning solutions can offer more collaboration and interaction with experts and peers as well as a higher success rate than the live alternative. Teaching and communication techniques which create an interactive online environment include case studies, story-telling, demonstrations, role-playing, simulations, streamed videos, online references, personalized coaching and mentoring, discussion groups, project teams, chat rooms, e-mail, bulletin boards, tips, tutorials, FAQs, and wizards. Distance education can be more stimulating and encourage more critical reasoning than a traditional large instructor-led class because it allows the kind of interaction that takes place most fully in small group settings. Studies have shown that students who take online courses are typically drawn into the subject matter of the class more deeply than in a traditional course because of the discussions they get involved in.

Online training is less intimidating than instructor-led courses. Students taking an online course enter a risk-free environment in which they can try new things and make mistakes without exposing themselves. Benefits of E-learning E-learning has definite benefits over traditional classroom training. While the most obvious are the flexibility and the cost savings from not having to travel or spend excess time away from work, there are also others that might not be so obvious. For example: y It's less expensive to produce -- Using Trainersoft's authoring software to produce your own asynchronous training programs, e-training is virtually free once you reach the break-even point. Synchronous programs will have continued costs associated with the instructor managing the class, but will still be lower than traditional courses. y It's self-paced -- Most e-learning programs can be taken when needed. The "books" that you set up using Trainersoft create a module-based design allowing the learner to go through smaller chunks of training that can be used and absorbed for a while before moving on. y It moves faster -- According to an article by Jennifer Salopek in "Training and Development Magazine," e-learning courses progress up to 50 percent faster than traditional courses. This is partly because the individualized approach allows learners to skip material they already know and understand and move onto the issues they need training on. y It provides a consistent message -- E-learning eliminates the problems associated with different instructors teaching slightly different material on the same subject. For company-based training, this is often critical. y It can work from any location and any time - -E-learners can go through training sessions from anywhere, usually at anytime. This Just-In-Time (JIT) benefit can make learning possible for people who never would have been able to work it into their schedules prior to the

development of e-learning. (If you manage a corporate learning program, however, be careful about requesting that workers learn on their own time from home.) y It can be updated easily and quickly -- Online e-learning sessions are especially easy to keep upto-date because the updated materials are simply uploaded to a server. CD-ROM-based programs may be slightly more expensive to update and distribute, but still come out cheaper than reprinting manuals and retraining instructors. y It can lead to increased retention and a stronger grasp on the subject -- This is because of the many elements that are combined in e-learning to reinforce the message, such as video, audio, quizzes, interaction, etc. There is also the ability to revisit or replay sections of the training that might not have been clear the first time around. Try that in a crowded auditorium! y It can be easily managed for large groups of students -- Trainersoft Manager allows corporate training directors, HR managers and others to keep track of the course offerings, schedule or assign training for employees and track their progress and results. Managers can review a student's scores and identify any areas that need additional training. There are many advantages to e-learning, and even the potential disadvantages (i.e. boring text-based courses, technophobia, loneliness) can be alleviated with a properly designed course. Let's move on now to how to plan a good course.