eLearning -

E-learning, also called digital training, refers to « the use of multimedia and new technologies in order to improve education and training quality through remotely access to resources and services, as well as collaboration and exchanges”. Therefore it is a form of remote learning that provides learners with educational content on internet or the intranet of a company. The goal is to enable employees to acquire new skills. It is used both to train new entrants to the company basic skills and to enable employees to new build skills and access internal promotion.

Face to face training or e-learning?

Although e-Learning is not as common in Europe as it is in the USA or Australia, the Western Europe digital training market weighed $8 billion in 2018. The United Kingdom and Germany are the biggest users of these technologies. They are now leading the way to digital learning being recognized as a training in its own right, as well as face-to-face training. The choice is therefore fully open:

What did you learn from your last traditional training with a Powerpoint?
How often did you consult the paper or multimedia materials of the latter?
How long did you spend commuting on a training day? How much did it cost you?
Did you experience disruptions in your work during this time?

You are not satisfy with the answers to these questions? You are not alone! According to a study conducted by Talentsoft for the ISTF – the Blended Learning Skills Institute – published in 2019: the share of face-to-face trainings in companies’ training catalogue has dropped by almost 15 points compared to 2014.

The transition to e-learning is underway?

The following study tends to lead to this conclusion: in 2019, 97% of the panel indicates they want to move to digital training against 50% in 2018. In 2017 full digital trainings increased by 2 points compared to 2016.

This craze can be explained by the numerous advantages.
The first is financial.

A study conducted by IBM in 2018 estimated that for $ 1 invested in digital training, the return on investment would amount to $ 30 in productivity gains. It goes even further by stating that e-learning tools, when well used, could increase productivity by 50%.

More directly, the training cost itself drops. Even though the prices vary according to the choice of the modules “on the shelves” (to choose trainings in the designer’s already established catalogue) or tailor made (to create a module starting from technical skills specific to one company), the expenses related to the travel such as commute, accommodation or food disappear. Not to mention, the loss of productivity due to the absence of your co-workers is also forgotten.

The second: the removal of constraints related to management.

The main challenge for Human Resources with face-to-face training was to train all employees at all times, regardless of their location. Now the number of learners is unlimited, the modules are flexible and adaptable according to the every one’s schedules (time and place), the training courses are individualized and adjusted according to the skills and the educational objectives of each trainee. It is also easier to check the staff skills acquisition and the corresponding certificates available at the end of training.

The third: the content guarantee

The training content is identical for all stakeholders. It can be checked internally before allowing the learners to follow it. The quality of the training can be ascertained before its implementation. The evaluation content is also standardized.

A pedagogy suitable for everyone.

A quality e-learning module combines visual, audio and kynaesthesia. The multiplicity of media used is a guarantee of quality by offering a rhythmic experience.

E-learning pedagogy relies on the neurosciences contributions. The aim is to enlighten and optimize natural learning mechanisms.

Contrary to popular belief, we are not sensitive to a single learning type (listening, writing, …) we mostly have preferences. The key to a successful digital training module is the media multiplicity to enable the learners with a rich and dynamic experience. It is therefore important to combine visual and audio in a training cycle, thus mixing images, videos, texts, voice over, etc.

Then, neuroscience have attention stand out as a major activator of the overall learning process.

Attention cannot be claimed, it must be earned.

The alternation between theory, exercise, practice and test facilitates the engagement of learners and the rise in skills.

The attention is made of peaks and valleys reached on average every 10 minutes. The challenge is to catch it and maintain it. A method was designed in this purpose, it’s called the funnel: catch attention, understand, learn, memorize and finally use. An e-learning module alternates theory and practice (exercises, serious games …) allowing easy return from one to the other and then finish with a test phase. This assembly facilitates the learners’ engagement.

Being wrong is another lever of learning which must not be underestimated. Digital training allows learners to assess themselves. It gives them the opportunity to make mistakes and try again as many times as necessary.

To whom is addressed e-Learning?

This training method is aimed at all companies: large corporations and multinationals, as well as SMEs and small businesses. Beyond the logistical ease, and attractive costs, e-Learning offers a growing variety of trainings. Very specific topics can now be made available without the ad hoc mobilization of specialists.

However, challenges remain. Like, for instance, the lack of recognition of these trainings outside the company. Although they can now be used internally, they are not yet perceived as an asset by recruiters. It is therefore up to the specialists and the creators to the recruitment actors to this innovation.