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This month we explore why e-learning is finding its feet in a large number of organisations, and propose an idea to motivate your employees through Christmas and beyond.

e-learning is finding its feet

A recent survey from the Chartered Institute of Personal Development (CIPD) found that 57 per cent of respondents use e-learning. In these organisations, e-learning accounts for around 12 per cent of total training time.

e-learning is finding its place in a large number of companies, even though it accounts for a relatively small part of their training schedules.

When asked “How effective do you think e-learning is as a learning and development intervention?”, 8 per cent stated “very effective”, and 64 per cent believed e-learning was “fairly effective”.

Respondents do not seem overly enthusiastic about e-learning, perhaps because people prefer to be trained by real people (the most common objection towards e-learning cited in a 2001 study by Skillsoft). Nevertheless, the CIPD survey found strong evidence that “e-learning is effective when combined with other forms of learning”, with 95 per cent of respondents agreeing with this statement.

It seems that both employers and employees value the function e-learning serves, but only as one element of a wider training plan. It does not (and may never) replace traditional training methods, but it does have its place in the training strategy.

e-learning offers numerous benefits. It is flexible, accessible anywhere at any time, scalable to suit small or large organisations, and in some cases customisable to fit specific needs. And crucially, it is cost effective; a factor which might in part explain its growing use.

But e-learning should not be branded the ‘cheap-but-inferior’ training solution. For one, it is a relatively new industry which can mature in response to customer need. And second, it can only improve in the future, thanks to ever-progressing web technologies, and the e-learning innovations that will inevitably follow. (As with most things web, you’ll undoubtedly start hearing the phrase “e-learning 2.0″ before too long.)

e-learning is already is finding its feet in many of today’s organisations. And as the industry further develops, spurred on by new technologies and innovations, e-learning should only get stronger.

More info - Distance learning and Internet-based training

IDEA: Make New Year’s resolutions with your employees

The Christmas break offers valuable time for reflection over the year that’s passed. And invariably such reflection turns to work. Perhaps because we are often asked “how’s work?” as we catch up with friends and family. What commonly follows such musings is the resolve to make a change.

Here’s an idea: Why not give your employees something positive to tell their friends and family this year, by planning a new year’s resolution to pursue together in 2009?

In September, we discussed what makes the perfect boss. Research finds that that although heartfelt gestures such as social do’s or early Friday finishes are well-received, employees value more tangible, career-minded gestures. Specifically, gestures such as a commitment to professional development.

So, let’s take our idea and focus it on areas that aid your employees’ professional development. Let’s take five from chasing what we need to do in 2008, and focus on what we’d like to achieve in 2009. It’s forward planning, meets professional development, meets staff motivation.

This process can take as much or as little time as you like. It could start with a one-line email, asking staff to prepare one or two realistic, achievable goals that they might resolve to achieve in 2009. Or it could start with a one-to-one conversation, questioning how employer and employee can work together to define and achieve new goals together.

The crucial point is to be realistic. New year’s resolutions are more often broken than kept, usually because they defy realism about what can be achieved. And of course, promising the earth and not delivering tends to demotivate and demoralise. Goals should be specific, measurable, realistic, and time-based (SMART). Moreover, it is important to define areas for professional development that meet both the individual employee’s needs and the employer’s corporate objectives.

In doing so, you can give employees a valuable resolution to pursue for 2009, and show them that you care about their professional development. You never know, when they are talking about their work with friends and family during the festive break, they might even name you as the perfect boss!

More info - Agreeing objectives (SMART)

More info - The perfect boss