When Learning Goes High-Tech

Many places are moving to eLearning solutions to deliver training and skills to workers. But how efficient is this method? We put two industry leaders in a head-to-head discussion about the benefits of eLearning: Martin Rico, CEO, Inspired eLearning Inc. and Rajiv Tandon, CEO Adayana Inc.
HRM. What are the latest trends you are noticing in technology and solutions provided in eLearning?
MR. New technologies are definitely affecting the kinds of eLearning that gets developed and deployed, and creating new opportunities for more effective online learning. For example, new video compression technology will vastly change eLearning in the very near future. ELearning looks and feels the way it does because of technology limitations, most notably bandwidth and file size. As those limitations disappear you will see eLearning look more like an interactive video documentary, where the video pauses and asks you questions or puts you in a simulation.
Applying social networking technologies to eLearning – or “eLearning 2.0” – is another trend that is gaining more interest among our customer base. The idea is to wrap a social network around a particular topic, or corporate learning in general. For example, you might put up a wiki for a particular course, like a product training course and allow RSS feeds.
RT. At Adayana, we have always seen technology as a tremendous enabler of the process of training and learning. As global infrastructure continues to improve in leaps and bounds, it is now possible to provide eLearning to places previously unheard of. The type of tools that are now being developed are making it possible for ordinary, non-technical people to create “pieces of learning” – witness the use of rapid authoring tools, podcasts, blogs etc.
The target audience for training is increasingly heterogeneous, with a complex mix of Boomers, GenXers and GenYers in the workforce. This calls for a fluid approach to how learning is designed and delivered. In many cases we provide the "knowledge pieces" (factual, straight-forward information) in a self-paced mode (CD, DVD, and/or web-based) and deliver the skill development piece (the "hands-on" portion) virtually or in the classroom.
Language and localization is also becoming hugely important with globalization; we have developed significant expertise in this area and have tools and processes that make translation cost effective.
HRM. What are the main benefits of eLearning when compared with classroom teaching?
RT. We can look at this question in two dimensions¬: the benefits of eLearning per se, and the benefits of eLearning for Gen Yers. The three overwhelming benefits of eLearning are scalability, personalization of access, and the ability for learners to review learning over time. ELearning can be delivered in a consistent format to thousands of geographically dispersed learners. Second, eLearning enables users to learn at their own pace, personalizing the learning experience and maximizing learning outcomes. Third, the ability to come back to the course for retrieval is a unique advantage provided by eLearning that greatly enhances the effectiveness of recall and application of learning.
With respect to GenY learners, they have grown up with technology. We cannot afford not to provide them with some degree of eLearning in the delivery mix.
MR. ELearning can provide lots of benefits vis-à-vis classroom instruction if it is well designed and executed. First of all, it is a great way to save time and money. If you need to train thousands or tens of thousands of employees who are geographically dispersed and possibly speak different languages, by using eLearning you’ll eliminate the need for classroom space, travel and logistics. The latest Gartner report says eLearning delivers twice the retention rates at half the cost of classroom instruction and our experience easily bears that out. Whereas classroom instruction might cost $50/user, eLearning could cost as little as $5/user or less.
With eLearning you get a consistent one-on-one experience. Every learner can also be tested on each key point and that enhances retention. Learners can also move at their own pace so quick learners aren’t frustrated by slower learners. Learners can take the training at their convenience, always get consistent instruction, and can participate in simulations and interactivities that require them to think.