Getting The Go-Ahead for

E-learning
The Need for E-learning

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Why Do You Need E-learning?

If you are wondering

How can I train my sales teams across the world on
new products before they are launched?

How do I train my people spread across the globe on our

new ERP on activities specic to their roles and jobs?

How will I manage to train my 6000+ employees on

compliance within 1 month?

Implement e-learning in your organization!

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E-learning Benefits
E-learning is a viable solution
because of its potential benefits of:

Flexibility
81% learners say they are responsible for managing
their own personal development and 82% say they like
to learn at their own pace. Source: (Towards Maturity, 2014)

Convenience
63% of learners are happy to engage in online learning
without prompting. Source: (Towards Maturity, 2014)

Cost saving
Organizations, on an average, reported 26% costs
savings through the use of e-learning.
Source: Towards Maturity (as cited in AC Education, 2016)

Quick implementation
The growing need to develop content more quickly was
pointed out as a key driver for adoption of rapid
e-learning by 58% of learning professionals.
Source: (Forrester Consulting, 2010), on behalf of Adobe

4
Are You Ready for
E-learning?

5
Why E-learning May Not Work
E-learning has changed the
way the world learns.
Because of its innumerable
benets, huge success rates,
and an increased focus on
corporate training, there has
been a steady migration of
traditional classroom
training to e-learning.
However, in many
organizations, the results
have been uninspiring and
quite discouraging
simply because they
lacked proper guidance
and adequate support
during the initial stages
of e-learning
implementation.
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How to Make E-learning Work in Your Organization?

You need to check if your organization is ready for the

change. A detailed readiness analysis will help you reap the
maximum benet from the e-learning venture.

E-learningReadinessis a measure of the psychological and

physical preparation of an organization to adopte-learning.

It also considers learnerscapabilitiesto:

Take chare of theirlearningprocess
Learninaself-directedenvironment
Embrace technological challenges
Beengagedincollaborative andinteractive
learningandtraining

7
7 Factors that Determine
E-learning Readiness
You need to consider 7 critical readiness
factors before implementing e-learning in your
organization. These include:

1. Psychological readiness
2. Social readiness
3. Environmental readiness
4. Human Resource readiness
5. Technological readiness
6. Financial readiness
7. Content readiness

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1.Psychological Readiness
You must expect some degree of psychological resistance
from your learners which includes an indifferent attitude
toward training, a perception that training is redundant to
their job roles, or even that the organization believes they
are not good enough for classroom training.

Factors to be considered include:

Individual learning styles of learners

Learners attitude toward e-learning
Learners attitude toward social and
collaborative learning
The personal devices learners own

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2.Social Readiness
This aspect takes into consideration the interpersonal
facets of the learning environment and will depend on how
social and interactive learners are toward their peers.

Factors to be considered include:

Learners level of formal education

Learners technological acceptance
Group's response to individual
successes
Current strategy to monitor and
appraise learning

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3.Environmental Readiness
Environmental factors are beyond your control and need
solutions that cannot be sorted out at an organizational
level.

They require the assistance of specialists such as language,

industry experts, and lawyers.

Factors to be considered include:

External influencers
Legal barriers that need to be
surmounted before adopting
e-learning
The linguistic/cultural diversity
among learners

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4.Human Resource Readiness
This aspect takes into consideration the internal and
external factors that will influence the success of e-learning
in your organization.

If you have a vendor in mind, one of the things you must be

certain about is his ability to provide impeccable service.

Factors to be considered include:

The availability of staff internal

and vendors to train learners
The number of internal and external
e-learning champions on board
The availability of a tutorial or a help
desk to learners

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5.Technological Readiness
If your learners do not possess the required computer skills,
impart training on basic skills, before e-learning is rolled out
to them.

An important question to ask is whether it is feasible to train

these learners, or whether changes must be made to the
e-learning plan itself to accommodate these learners.

Factors to be considered include:

Internet connectivity
Learners ability to access
information online
Learners familiarity with computers,
their terminology and jargon
What they use computers for

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6.Financial Readiness

Your e-learning initiative must be backed up nancially.

This is a long-term project, and stakeholders must decide

whether they have the budget to support the entire initiative
and whether this initiative is worth the investment.

Factors to be considered include:

Training costs
Cost of new infrastructure, vendor,
and HR support
Cost allowance for a fall in
productivity during training
Unexpected costs that may arise,
typically additional training

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7.Content Readiness
Any company planning to implement e-learning, will have
some existing training content in place.

The readiness of your content will impact your budget,

timeframe, and the resources required.

You need to judge how stable and complete your existing

content is do you have everything covered or will you need
to develop additional material.

Factors to be considered include:

Existing content and whether it can
be migrated to e-learning
The goals of the course
The multimedia components
available and type of assessments
Stability of the content (how often it
changes during the design and
development phase)

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 Convince Your
Top Management

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With an idea of how e-learning-ready
your organization is, its now time to
get stakeholders and decision makers
to buy your idea.
The process begins with an e-learning champion from within
the organization who promotes their views on why e-learning
must be introduced to the organization.

No two companies are alike and their reasons to follow a

particular training methodology will vary. So you need to put
your case forward to convince your decision makers.

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Business Case A Sample
A global leader in Electronics
OEM with 200,000
employees had to impart
mandatory, organization-wide
compliance training.

The biggest challenge it

faced was conducting
training on a large scale, to
its globally dispersed
workforce quickly.

The e-learning champion was

the Senior Director
Technical Training.

The champion educated the

legal staff on the advantages
of e-learning. The legal
department saw sense in
moving to e-learning as it
could eliminate their biggest
challenge.

The organization implemented e-learning in 2008.

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Why Make a Business Case?

Businesses see enormous economic benets and a way to

maximize their prots with e-learning.

When deciding whether to invest in e-learning, organizations

balance its benets with costs with a desire to increase
benets at lesser costs.

A good business case should justify the proposed e-learning

investment with a well-structured report on the costs and the returns.
So, along with investing time in creating the case study, gather
information from the right sources.

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What Should the
Business Case Contain? 01
A comprehensive business case should describe, in detail:

The current training

and its shortcomings
The cost of training as it is
structured now,
shortcomings such as
non-uniformity throughout
the organization, lost
productivity due to
classroom training.

Advantages of the
proposed system
Stress the long-term
benets of
organization-wide
uniformity, and increased
productivity with training
done in employees spare
time and own devices.
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What Should the
Business Case Contain? 02
The cost of
implementing the solution
Cost more than one
alternative scenario and
present each one, with
your recommendation. A
budget for each scenario
should be worked out with
a vendor.

Savings
that will accrue
A few benets are easy to
quantify (increased
productivity and better
quality control), but
long-term advantages not
easy to assess should
also be listed.

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Hope this helps you get started
with e-learning in your
organization.

For complete information to

help you starte-learning in your
organization, download our
handy guide.

Handy Guide

22
References
Forrester Consulting. (2010, January 29). Rapid eLearning: Claiming A
Spot In Your Content Developers Toolkit. Retrieved from
http://www.adobe.com:
http://www.adobe.com/content/dam/Adobe/en/products/captivate/whi
tepapers/forrester-on-rapide-learning.pdf?sdid=XXTQH4VL

Towards Maturity. (2014, November). MODERNISING LEARNING:

DELIVERING RESULTS. Retrieved from http://towardsmaturity.org/:
http://towardsmaturity.org/shop/wp-content/uploads/2014/11/Moderni
sing-Learning-TM-Benchmark-2014-Executive-Summary.pdf

AC Education. (2016). The business case for E- learning. Retrieved from

AC Education: http://www.ac-education.co.uk/the-business-case/

Shahroury, F. (n.d.). A Conceptual Model of E-Learning Readiness: The

Case of The Ministry of Higher Education and Scientic Research in
Jordan. Retrieved from http://www.academia.edu/:
http://www.academia.edu/8429254/A_Conceptual_Model_of_E-Learnin
g_Readiness_The_Case_of_The_Ministry_of_Higher_Education_and_Scie
ntic_Research_in_Jordan

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