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Organizations constantly struggle to find the time and money to create meaningful learning opportunities for their staff members. People want to learn how to use computers, find Internet resources, and answer questions about the machines, but finding the time and resources to hire a consultant, schedule a training session, review and approve the curriculum, and get the word out about the class is a daunting task. The result is that often staff members do not have access to the training they need. Online learning, or e-learning, provides a cost-effective alternative to classroom-based training that saves time by delivering the information to employees when they need it.

What is e-learning?

E-learning, in the simplest terms, is any form of education delivered via the Internet. Some definitions include other forms of electronic delivery, such as CD-ROM. The actual methods of instruction can vary quite a bit, but the most common are:

• Text on-screen for the learner to read

• Simple graphic presentations, sometimes accompanied by audio

• Streamed video presentations

• Sophisticated animations created with programs like Macromedia Flash

More advanced e-learning offerings usually include testing and assessment features, as well as applications for tracking a learner's progress through a course. (These features are typically part of a learning management system, or LMS.) With these tools, it is possible to determine how well an individual has performed in a course and to certify successful completion.

But does it work?

Most of us who grew up learning in traditional classroom settings may view learning on the Internet with some skepticism. There is no doubt that the immediate human interaction that occurs in the classroom can be a powerful catalyst for learning, but there is also growing evidence that e-learning — which often can be more convenient, cost-effective, and timely than classroom training — has a place.

According to Training Magazine, organizations can save between 50 and 70 percent when they opt for electronic delivery over instructor-led training, with lodging and travel expense accounting for the majority of the savings. Obviously, individuals who have to finance their own learning benefit from these savings as well.

Saving money is great, but not if results are sacrificed. Two variables are of particular importance — the length of time needed to learn and the overall effectiveness of the learning experience. Regarding the first, Brandon Hall, an independent e-learning researcher, has concluded that computer-based training requires less time for training compared with instructor-led training. The reduction ranges from 20 to 80 percent, with 40 to 60 percent being most common. This time reduction for e-learning can be attributed to tighter instructional design, the participants' ability to bypass unnecessary content, and the chance for participants to focus on those sections of the course they have not yet mastered.

Advantages of e-learning

Advantages of online learning include the following:

• Anywhere, anytime, anyone

Learning is available 24 hours a day, around the globe. Employees, volunteers, and patrons can access training at their convenience.

• Access and scale

Since geographic and time barriers are removed, learning is no longer exclusive to the few who can travel to a workshop or conference. Learning can occur throughout organizations, accelerating the transfer of knowledge and transforming learning from an isolated instance of professional development into a powerful tool for organizational development.

• Cost reduction

Training Magazineestimates organizations save between 50 and 70 percent when replacing instructor-led training with electronic content delivery. Learners can improve productivity and use their time more efficiently, as they no longer need to travel or fight rush-hour traffic just to attend a class.

• Personalized learning

E-learning is learner-directed, accommodating multiple learning styles and allowing learners more control over their learning process. Since courses are no longer strictly linear, content can be delivered in smaller units, allowing a learner to maximize the experience by concentrating on the most relevant items. Learners also may have the opportunity to return to the course content to refresh and double-check their understanding. In addition, learners can be offered different learning formats, so that they can choose the one most appropriate to her needs. For example, both audio and a transcript may be available, and the learner can choose the method they prefer.

• Risk-free environment

Online courses provide a risk-free environment, where learners can try new things and eliminate the embarrassment of failure in front of a group. Especially important in diverse cultural settings, an online environment can actually enhance soft-skills training such as leadership and decision-making by providing an individualized atmosphere where students can feel free to "try again" after a failure, and where learners aren't intimidated by an instructor's authority.

• A supplement to classroom training

E-learning does not replace instructor-led learning, but can provide a powerful supplement that maximizes the classroom experience. For example, one of the most frustrating aspects of classroom training is the differing skill and expertise levels among learners. A pre-class e-learning supplement can cover the basics, providing a common base of knowledge and reserving instructor time for higher-level, interactive activities. Likewise, learners can use e-learning modules to augment and sustain their learning after completion of a classroom-based experience.

While larger organizations already may have classroom-based training solutions in place, e-learning can offer everyday, just-in-time learning for employees and patrons. For smaller organizations, a training budget may be a luxury item. E-learning offers a cost effective option with real impact.

Concluding thoughts

Many organizations are struggling to meet training needs while budgets shrink, positions are cut, and staff members are faced with increased responsibilities. E-learning is not a panacea for these challenges. E-learning should be considered as one component of a carefully structured organization-wide training program. Within this context, quality e-learning courses can provide excellent instruction on critical organizational issues at a fraction of the time and expense of traditional classroom training, making it possible for staff members to get the training they need, when they need it.