Dare you ignore Blended Learning?
In today’s new economy, corporations are increasingly facing new challenges. Escalating competition in a globalised market, shrinking corporate resources, rapid shifts in technology and the recruitment and retention of talented and skilled people are just a few of these challenges. In response to these challenges, corporations are beginning to view training as an investment. Knowledge is now seen as a commodity and training is the main way of developing this knowledge in a structured manner.
There are several ways of delivering training and e-learning is the latest buzz word in the training industry. However, since it has not yet been widely adopted, myths/prejudices have emerged as a result of a lack of awareness.
- Myth 1 E-learning is new and fundamentally different from regular learning.
- Myth 2 E-learning is only for distance learning courses.
- Myth 3 E-learning requires changing to a new pedagogy.
- Myth 4 E-learning = virtual learning environment = PowerPoint = boring.
- Myth 5 E-learning is a magic solution that can fix any pedagogical problem.
- Myth 6 Adopting e-learning means changing everything about how you deliver training.
- Myth 7 E-learning is a 'one-size-fits-all' approach.
- Myth 8 E-learning is prohibitively time-consuming.
- Myth 9 E-learning has a negative impact on those being trained.
- Myth 10 E-learning will reduce the need for trainers.
Myth 1 E-learning is new and fundamentally different from regular learning.
One of the most common misconceptions about e-learning is that it is new and different from regular teaching and learning. E-learning is not fundamentally different and so the same principles apply. It does, however, allow you to extend the range of your training, enabling you to accomplish more easily some things that are difficult or impossible to do using purely traditional means.
Myth 2 E-learning is only for distance learning courses.
E-learning is not confined to distance learning courses. It can be integrated with face-to-face learning to greatly enhance the students' learning experience. This type of learning is called blended learning. Some applications of e-learning, such as making material available online, can help students to preview before class and review afterwards.
Myth 3 E-learning requires changing to a new pedagogy.
Another myth is that e-learning imposes a new pedagogy or philosophy of teaching. E-learning in itself does not prescribe any particular pedagogy. The pedagogy is inherent not in the tool but in the instructional design, that is, what you choose to build with the tool.
Myth 4 E-learning = PowerPoint = boring.
When some people hear the term ‘e-learning', they only think of a PowerPoint type presentation but e-learning extends far beyond that. A wide range of tools and interactive techniques are available to enhance online learning experiences, so there is no need to be limited to a single presentation format.
Myth 5 E-learning is a magic solution that can fix any pedagogical problem.
In practice, e-learning is just another tool, not a ‘magic bullet'. E-learning may help to increase student engagement, reach students with various learning styles, and encourage active learning. A tempered view of what you can accomplish realistically with blended learning can be more productive than over-idealized expectations.
Myth 6 Adopting e-learning means changing everything about how you teach.
Using e-learning doesn't mean changing everything that you do. It may mean doing some of the same things in new ways. It may mean replacing some of your normal teaching tasks with others.
Myth 7 E-learning is a 'one-size-fits-all' approach.
E-learning is not just one solution or approach; it comprises a range of tools that can be used in various ways. Your choice of technology should be tailored to the specific needs of your course, and well-integrated with the other components of your training (both e-learning and otherwise). E-learning actually allows you to customize the training for each participant.
Myth 8 E-learning is prohibitively time-consuming.
Assumptions about time in relation to e-learning are often contradictory. At one extreme is the idea that using e-learning requires too much time to be practical at all. At the other extreme is the idea that e-learning will drastically cut down on learning time. The truth resides somewhere in the middle.
Myth 9 E-learning has a negative impact on participants.
Sometimes trainers are afraid that use of e-learning will reduce student participation. This has been shown not to be the case. For example, putting lecture notes or presentations online frees students from note-taking so that they can listen to lectures more attentively.
Myth 10 E-learning will reduce the need for trainers.
e-learning can save time and allow staff to reach more students, but trainers will always be needed to create the content of any course or module, even though the delivery method may be different. Far from making the trainer obsolete, this model emphasizes the face-to-face component as a crucial factor determining the success of student learning.
It’s too expensive – I can’t afford to use it. But can you afford not to?
Blended learning (utilizing technology based training (e-learning)) has several advantages over traditional training alone. One of the principal benefits is a huge cost saving. Given the benefits of such a system, can you afford to keep ignoring it?
Classroom-based (a.k.a. instructor-led) training is still an effective way to teach new skills, particularly those subject areas that involve changes in behavior or practicing skills. But it comes at a high cost in terms of training charges, travel and lodging expenses and lost employee work time. The transition from theory to application in the workplace is still not guaranteed.
When applied correctly there are big benefits to using e-learning. These include:
- That e-learning saves time: The training time may be reduced, due to the option of taking just the required training modules rather than having to attend an entire course. This decreases employee time-to-productivity/time-to-competency.
- It minimizes travel costs: As much as 40 pence of every pound spent on in-person corporate learning is eaten up by travel and lodging costs. It has been widely acknowledged that companies can experience a 40-60% cost savings when comparing instructor-led courses with technology-delivered courses.
- It reduces time away from the job and subsequent loss of productivity.
- It can meet the needs of a geographically disperse employees.
- It provides consistent course delivery.
- It can offer more individual and just-in-time training opportunities.
- It produces consistently higher learning results and implementation than can be achieved through traditional training. Well-constructed blended learning isn’t only faster and less expensive than classroom training but also more effective. Many studies have shown that people learn faster with e-learning; they more accurately recall what they learned over a longer period of time and they are better able to implement what they learned.
- The convenience of availability 24-hours a day, 7 days a week so it can fit in with the daily routine.
E-learning also delivers a number of less tangible organizational benefits:
- By empowering individuals to develop their own skills when they want, enhanced employee motivation and reduced staff attrition will lead to savings in recruitment costs.
- E-learning can offer a higher knowledge retention rate.
- E-learning can make face-to-face training more effective.
Blended learning also offers the ability to develop, introduce and roll out internal product training quickly and on a nationwide or worldwide scale, leading to faster time to market, earlier revenue streams and enhanced competitiveness. There is also the possibility of providing training directly to your customers much more easily, leading to enhanced product adoption.
The Internet reduces the cost of learning, both direct and indirect and increases its relevance and retention. In addition, it enables learning programs to be customized and tailored for individual employees and facilitates knowledge management by providing the means to collect and re-deploy knowledge more efficiently throughout the organization.
E-learning is at its most effective when used to deliver the ‘what’, whilst face-to-face learning is used to practice the ‘how’.
This combination of resources is the true meaning of ‘Blended Learning’ – don’t let your company miss out on the benefits.
Mercuri International, May 2008