Can E-Learning replace classroom training?

The value of computer based learning versus trainer led learning and the affect on teaching practises, by Helen Hartley, ©T & T Training Ltd., 2002.

Introduction

As a trainer, one of the most frequent questions I am asked about is the real value of "e-learning" and this article is my interpretation of the benefits and pitfalls of computer based training and "e-learning". It also addresses the possible impact this has on teaching practises, within different environments.

We all accept that the advance of technology over the last twenty years was bound to have an impact on training methods and delivery. Just as during the 1980's there was a boom in using video-based training materials, the 1990's and the new millennium has seen considerable growth in CD and Web based computer training - "e-learning". The constant changes in technology have resulted in computer based training becoming a rapidly expanding industry, offering a huge variety of training programmes. Due to its availability, computer based training has become attractive to both individuals looking for self-development and organisations addressing the development needs of its business and employees.

We know that It is used as both an educational delivery method and an instructional tool in adult and vocational education. But what is it and how effective is it?

What is E-learning?

E-learning can be split into three categories:

Off the shelf' training packages that are delivered either by CD-ROM or on-line and can be regularly (and relatively cheaply) updated.

Bespoke "e-learning" environments for their own particular needs.

Real time, web based, interactive training. Trainees can be located anywhere in the world with simultaneous access to one trainer leading the session.

The Benefits of "E- Learning"

For the individual

1. Trainees can learn at a pace suitable to them, rather than having to keep pace with a group of learners.
   
   
2. "E-learning" is convenient - it can be done at home and at a suitable time.
   
   
3. As more people become more confident and competent at using technology, the concept of "e-learning" is a less stressful one than having to learn within other environments. This should be reflected upon the individual as when learning takes place within an environment in which trainees are comfortable, it should be more effective.
   
   
4. It could encourage self-development for those who prefer a less directive style of training and for those wishing to learn alone.
   
   
5. It makes development available to those that may have missed out on training opportunities due to time or monetary constraints.
   
   
6. It reduces the educational disparities created by race, sex, region and age etc, therefore providing equal opportunities within learning.
   
   
7. The objectives of computer based training are clear and completion of the training presents the individual with a sense of achievement.

For business

From a business point of view, in addition to the above, "e-learning" also provides the following benefits:

1. Possible reduction in training costs. If employees of an organisation have the same learning needs but are scattered across a network of offices, "e-learning" may provide a more cost-effective training solution than bringing employees to one central site. It also reduces the logistical difficulties and organisation of trying to get people together at a convenient time and place.
   
   
2. It provides a relevant context for learning which should make employees feel more valued.
   
   
3. Real business processes and situations can be explored without impacting upon customers and productivity.
   
   
4. There is no difference in delivery and therefore reduced opportunities for misinterpretation of the same `messages'.
   
   
5. Managers are likely to have tested the learning resources themselves and therefore should appreciate and understand any problems that trainees may encounter with it. This will also increase the credibility of the training in the eyes of the employee.
   
   
6. Training packages that can be bought "off the shelf" are regularly updated and developed so that the relevant content is constantly kept up to date. This reduces the cost to the business of having to constantly research and update material.
   
   
7. "E-learning" packages can also be adapted to individual business's needs and facilities and this can possibly include interaction with other trainees.

The Pitfalls of "E-Learning"

For the individual

1. It is difficult to learn social/soft skills without human interaction.
   
   
2. Trainees can find it lonely learning alone without any interaction from others with whom they could share experiences.
   
   
3. The human touch is lost and therefore is no tutor/trainee or peer interaction and encouragement.
   
   
4. It can be seen as an interesting new concept in learning initially for those who may not have experienced it before, but it can quickly become boring. This may turn people off to learning in general and could discourage individuals from wanting to explore other methods of learning.
   
   
5. As technology advances, those more disadvantaged groups with limited or no exposure to technology may feel more alienated and less motivated to try "e-learning".

For business

1. If "e-learning" is introduced with little planning and thought for future development, then this training may prove worthless. It is only effective when kept up to date.
   
   
2. If development of individuals becomes dependant on technology, then there is a concern that in the event of technology failing, that trainees will find it hard to adapt to using other methods of learning.
   
   
3. There may be reluctance to invest in "e-learning" if an organisation has already made considerable investment in other training resources and facilities eg training and assessment centres, video taped training or external contractors. As learning is self-directed and self-paced, it may be less manageable.

As with any training, there must still be a process for monitoring progress and evaluating learning taking place. More traditional methods will still be employed to achieve this as "e-learning" is not a substitute for every angle of development.

The Effect on Training Practises

When technology in personal development is used appropriately, its advantages can far outweigh the disadvantages. It should be remembered however, that technology is just another teaching resource and it should be considered as such.

Technology can help learners take a more active part in the learning process resulting in less trainer-centred and more trainee-centred methods of teaching. This will obviously impact upon teaching practises and is something that tutors/trainees need to be conscious of.

Technology may be able to assume some of the tasks that the tutor/trainer previously performed, in turn freeing them up to change their role to more one of a coach, guide or mentor. When technology is introduced as a learning resource, it is vital the tutor/trainer remains flexible and adapts their teaching style as a result.

Conclusion

From basic learning to pursuing more advanced qualifications, computer based learning appears to hold the promise of providing training opportunities to those that may not have otherwise been given such opportunities. For both the individual and an organisations (businesses and learning organisations), "e-learning" presents its own different advantages and disadvantages and these should carefully be considered before instigating any computer based training programme.

It could be argued that the most significant consideration of introducing "e-learning" is when it is being used to complement other teaching resources. As with any resource, technology should only be used in a way to enhance the learning process.

The primary focus should be as to whether technology will help to achieve the objectives of the training session. If it does not, then it will not enhance the learning process.

This article is the property of T & T Training Ltd and may only be reproduced with the understanding that credit is given to Helen Hartley and a link is provided to: http://www.tttraining.co.uk.