There is no a single method to introduce the distance learning in the company - is a tool that should be adapted to the needs of each particular company. Depending on the current model of training, the organization's objectives and strategies for the development of corporate training, e-learning can take many forms. Below is a look at some examples, common among Russian companies.
The introduction of distance learning courses entails a benefit not only for large companies but also for small and medium-sized businesses . What are the main features , the problems of implementation and the key benefits of this concept?
"Seeing is believing" is a well-known principle of life, which is also fair when we speak about educational sphere. Show the person how something is done, and they will remember it better than after just reading the manual.
Personnel training will benefit any company, regardless of the scale of activity. The more employees, the better it is to train them in electronic form. So, in large companies, the corporate e-learning is fastly becoming an important component of personnel policy, whereas, in small-size companies, the process of mastering this learning instrument lasts longer.
Distance personnel training based on modern information technologies is one of the effective methods to reduce the training costs, to increase the audience and to improve the effectiveness of the staff training in general.
There is not a single method to introduce the distance learning as it is a flexible tool that can (and should) be adapted to the needs of the company.
The e-learning can take different forms, depending on the company goals, current model of staff training and development strategy of the corporate training. Let us consider a few examples which are common for Russian companies.
Ready-made databases of electronic materials
E-learning market has developed enough to produce "ready-made" solutions. At the beginning there were courses on popular topics, which did not need any adaptation or amendments and were designed for rapid implementation. Later the business has expanded into ready online databases of training materials that can be integrated into the learning process.
Training for specific positions
The practice of teaching the particular position groups in the company is very common. For example, in the Russian market there are companies that use e-learning to train the management (mid-level and top managers) using the purposefully designed curriculum, simulations, complex case studies and other advanced materials. Training of people in junior positions is meanwhile carried out through the mechanisms of mentoring and training in the workplace.
Regular testing and certification
Verification measures, including a high level of complexity is one of the specialties of e-learning. Some companies only use the range of opportunities for corporate learning, organizing for their employees regular testing, qualification and certification of the personnel.
Today this is the most common and applicable form of e-learning, supplementing face-to-face training. Instead of "putting" a program strictly into one frame, let say, "only face-to-face" or "remote only", the company decides what knowledge and skills will be effectively presented in each of the forms or combines them in the learning process.
E-learning as a self-contained format of corporate learning
The most intensive form of e-learning is the transformation of format into a separate direction, not associated with classroom training. It uses all forms and methods of training that may be offered by e-learning.