E-learning and traditional education - how do you mix best?

Published in category: Journal

Most HR managers today have the task of working long-term with training strategies and skills development plans for employees and the organization as a whole. Today, there are several different methods for training staff where there were previously only a few, usually costly teacher-led alternatives. How can e-learning help organizations to streamline their training and competence development?

The training and competence development of staff is an ongoing process that has been considerably streamlined in recent years with the help of e-learning (electronic learning). An increasing number of people have been thinking about initiating a transition to digital education for a long time. Still, the vast majority of companies and organizations remain in old thinking patterns, although there are several different reasons for improving resource utilization and putting e-learning in focus.

Since e-learning was introduced around the turn of the millennium, technology, pedagogy and user experience have developed tremendously, and the methodology is now both proven and accepted. Customers are no more extended test patrols for business-critical competence systems but can now confidently invest in digital platforms for increased optimization and development of internal competence.

Training and skills development should be well thought out and in line with what the company, organization and employees need. There must also be procedures to take advantage of what the employees learn. It is no longer an obstacle to technology, but rather how organizations implement digital opportunities, and in particular, how educational education is done.

The effect of e-learning

The organizations that in recent years have thought about and now want to streamline their knowledge process by focusing on e-learning receive both direct and indirect benefits. Reducing the budget for education and skills development is a very positive effect. The fact that users enjoy and develop better by learning through e-learning is a more underrated effect.

No doubt sending participants "one by one" on education is both expensive and inefficient. Travel costs, accommodation and the allowance in addition to the course fee itself add up to significant sums. The time loss of being away and the alternative income such as an invoiced hour gives for a consultant makes it challenging to avoid the benefits of e-learning as a mix in the training and skills development budget.

The main advantages of e-learning:

  • The fraction of the cost of traditional teacher-led education
  • Learning regardless of time and space
  • Unlimited rehearsal
  • More individually tailored training where everyone can learn at their own pace.
  • E-learning Increasing curiosity and willingness for users through the "gamification" aspect of e-learning.
  • The most environmentally-friendly form of education

What are the disadvantages of e-learning?

What happens if users do not embrace e-learning and skip the goals set by management and the HR department? Indeed, within an organization, some not accept invitations to take e-courses or take tests or quiz in a learning platform such as KlickData. But at least as many people take the opportunity to explore on their own the vast amount of knowledge and e-learning that is available in a learning platform.

Another challenge is that e-learning places higher demands on its responsibility than traditional education. Of course, since users are no longer dependent on time and space, a measure of self-discipline is required to complete the selected education.

The opportunity for dialogue with both teachers and other course participants is so far more limited with e-learning, and for some individuals, this is an essential aspect of learning. Some may feel that e-learning for education is isolated, while many think this is an advantage as one can learn undisturbed at their own pace.

"Blended learning" - here to stay

In recent years, it has become more common for an organization to choose a mix of digital methods and more traditional education. An example of blended learning is that the course leader first has a conventional lecture recorded on video. Afterwards, the lecture for all course participants is published online. In addition to the course being available for rehearsal (even for those who could not attend), there is the opportunity for the course leader to refer to new material that should be read before the next lecture or chance for course, this is also published via the learning platform. The course participants thus have the opportunity to not only read new material for the upcoming course opportunity but also have the chance to repeat the material already reviewed. The course leader can also easily publish tests, surveys and quizzes during or after completed training.

Thus, e-learning should not completely replace traditional education as a whole, but rather serves as a very useful complement. The transfer of knowledge, i.e. teaching and learning moments that are most effective through e-learning and where a practical application of knowledge is often best done in the community. With today's technology, you can create traditional teaching where the participants are active parties and where digital education complements. Then you take the physical meeting from the course room into each user's computer or mobile instead of the opposite, as it has previously been with cost reduction and time gain as a result.

Try KlickData's brand new LMS for free here or book a demo with our knowledge brokers to find out how you can get the knowledge level in your organization at a lower cost.

Are you and your organization in need of tailoring your education but do not know how to go about producing the material in an educational setting? ClickData has more than 500 e-course productions on the CV.

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