eLearning Implementation And Sustainability – eLearning Business
Implementation and sustainability of eLearning
The new methods of implementing and maintaining eLearning arise from the need for companies to deliver training efficiently and quickly and to align themselves with current digital trends such as digital marketing, search engine optimization and social media.
Most of the implementation and maintenance of eLearning in the workplace is based on strategic planning. Basically, strategic planning consists of two parts: the mission of the organization and the vision of the organization for the future. The mission statement is a definition of the steps the organization takes to achieve a vision. The vision of an organization that positions itself as an eLearning organization must reinvent its training model compared to that of an eLearning training model.
This model includes learning architecture, knowledge management, learning culture, technological infrastructure and a good business case. These factors are critical to the long-term sustaining of eLearning as they institutionalize learning, leverage the support of technology, and link business goals with learning. The combination of business goals with learning programs makes eLearning sustainable in the workplace.
One problem with going through multiple stages of technological maturity in a company and maintaining eLearning is the commitment to combine change management, strong leadership, a tightly-knit electronic technology infrastructure, and organizational structures whose goals are set out in a company’s mission and vision.
Training and knowledge management must be seen as a central business process. Organizations need to be flexible and agile enough to change with changing external factors. For this reason, training and knowledge are very important to the survival and growth of an organization.
From an organization perspective, this means creating a plan that includes training and knowledge management as key components that will generate the results required for business objectives. The institutionalization of learning is very important here.
eLearning can be defined as the use of digital media, computers and internet technology to provide learning or training solutions that improve knowledge and performance. The two main advantages of eLearning are that it is tailored to a learner’s individual needs through real-time and individual learning.
There is a unique difference between traditional training, e-learning, and historical distance learning models. Learning materials in traditional training courses are often out of date before they are even implemented in their functional phase. Traditional delivery models are typically expensive and affect productivity in the workplace and sometimes require travel expenses.
The development of eLearning can be divided into several phases. The first phase is that the organization occasionally supports distance learning events. In the second phase, the organization has sufficient technological capacity to support distance learning. It is also characterized by an interdisciplinary team that responds to requests for distance learning. In the third phase, the organization has established a distance learning policy so that there is both a stable and predictable process for identifying and selecting technologies for distance learning. Finally, in the fourth phase, distance learning is institutionalized in the organization. Distance learning policy and communication are coordinated to achieve business objectives.
Further components for the implementation and maintenance of eLearning
Moving from traditional models to eLearning requires strong leadership. Strong leaders need to be able to formulate and articulate the vision for change, bring about change, and maneuver e-learning through their development process. This can include surveying the environment, raising finance, overcoming obstacles, hiring people, and retaining the right people.
Change management is also another key component of maintaining eLearning in an organization. To achieve a certain level of technological maturity, an organization must implement a change management approach that builds a learning culture, selects champions and gives way to communication channels to promote the initiative.
A company’s technological infrastructure is also a key component in implementing and maintaining eLearning. Technology infrastructure is more than just hardware and software. It is the foundation that incorporates organizational culture, activities, values and structures that support eLearning. The IT department is mainly responsible for setting up and supporting the technical aspects of access, platform selection, speed of connectivity, integration and compatibility of the technology infrastructure.