Previous Article Next Article What does e give you?On 1 Mar 2000 in Personnel Today Comments are closed. Thehype around e-learning might lead you to believe it is a cure for the world’sills. What difference is it really making to organisations? Sue Clark askspeople at the forefront of the intranet revolutionNickHolleyDirector of training and development, Prudential Portfolio ManagersWehave 3,000 employees worldwide and it is impossible for us to get the righttraining to the right person at the right time using conventional methods.Usinge-learning allows us to provide development with more value and more focus. Weuse the analogy of the restaurant. Instead of giving our employees a menu ofcourses we think are good for them and when it is convenient for us, we stockthe larder and allow them to take what they require when they need it.Thereare 760 on-line courses and 90 knowledge sharing networks, which people can reachon our intranet or the Internet. They are divided into 90 learning areas under11 faculties; together we call this “The I”.E-learningcan preclude the shared experience, but The I is a part of a larger focus onperformance support which includes traditional courses (details of 3,200 arelisted on The I) and coaching. We follow up these conventional methods withshort bites of e-mail development to reinforce the learning.Wewent live in March 1999 and the 500 of our 3,000 employees who can access the intranet(the rest use the Internet) have visited the site 4,124 times, and looked at113,356 pages. While not a core driver, the success of e-learning contributedto our coming in 30 per cent under budget last year.RichardMcGreevyHead of learning distribution ,CGU InsuranceOurnetworked training PCs were set up primarily to enable access of technicaltraining to our branch-based staff at a time of great activity – the mergerbetween Commercial Union and General Accident. Thekey drivers, therefore, were instant and flexible availability of a wide rangeof modules coupled with the advantages of local delivery of training whichreduced time wasted on travel and minimised absence from the workplace.Staffwho were used to classroom events had to adapt to greater use of technologycoupled with self management of their learning programmes. While the long termcost of this delivery medium is less than traditional means, many staff stillhanker for the residential course at the staff college.Ourexperience shows that delivery to the desktop is most effective for technicaltraining of short duration. Our staff prefer to engage in prolonged learningevents on separate PCs set in quieter sections of the office. For the future wesee mixed delivery solutions with e-learning focusing on just-in-time training.SueTolleySenior manager, e-learning, Lloyds TSBLloydsTSB launched its corporate university last year and with it the launch ofe-learning. We want to provide just-in-time learning at the desk, through ourweb site, accessed through both the Internet and our intranet.Recentdevelopments have included an e-learning familiarisation programme fortrainers. This was conducted on-line and trainers learned how to coachdelegates and facilitate discussion groups using this medium.Itis encouraging that we have more requests from trainers to develop skills inon-line course design and that many see e-learning as an opportunity, not athreat.Twoof our residential training sites have cyber-cafés, used by delegates andtrainers. These facilities supplement residential programmes and provide theopportunity to experiment and become familiar with e-learning.Weare about to launch the first phase of our web-enabled career development toolsto an audience of 20,000. This was developed in-house in a short time scale.The web technology provided us with cost effective methods to distribute andkeep material up to date.Opportunitiesfor the future include the development of on-line training transactions,testing, and the sharing of knowledge/information that will enable us toimprove our efficiency.Inusing web technology, we have embarked upon a journey, although with the webenvironment changing at such a pace who knows where this will lead? This ispart of the challenge for the function.NeilRodenHR director, Royal Bank of ScotlandThesheer pace of change in the financial and retail banking sectors is immense,and to meet these demands, we realised our whole approach to training also had tochange dramatically. This paradigm shift means that we require a learningplatform that is more flexible, more consistent and accommodates the differinglearning styles of our staff.Web-basedlearning delivers these, particularly self-paced learning, and is a welcomeaddition to our learning platform.Ouron-line learning programme is part of an HR web delivery programme to deliverself-service HR to 20,000 staff through our HR intranet site. A key part ofthis programme has been a significant investment in a bespoke learning networkstretching into 650 branches. This network has allowed the bank to delivertraining via the intranet to approximately 7,000 employees.Inaddition it has streamlined the administration process with functionality suchas on-line course booking and ordering of distance learning. This has alreadydelivered a return on capital of over 700 per cent.Anotherkey element in the bank’s on-line learning strategy enables staff to accessbroadcast events without leaving their branch. The broadcasts, sent viasatellite, are viewed using PCs within each branch.AngelaGoldbergSenior HR manager, London Borough of NewhamOnlinelearning enables staff to address their development needs quickly andaccurately. Contrast this to a longish wait for an appropriate course which, byits nature, cannot possibly be individually tailored. Time and money spent ontraining is thus used more effectively in many cases. People enjoy the privacyof the approach, and welcome the freedom to repeat things until they reallyunderstand. It also avoids things like role play which can inhibitparticipation and learning for some.Alternatively,some have found it a lonely experience and miss group interaction which, inturn, detracts from their learning. Obviously, one key message is thatindividuals can legitimately choose the method to suit their particularlearning style.However,it is also important to encourage experimentation with new things. Related posts:No related photos.