Computer-based training… web-based learning… online training… virtual classrooms… digital collaborations… e-Learning…

These are all terms that are associated with computer-related applications, tools, and processes that have been organized in such a way as to provide an alternative teaching and learning method.

Since the times of ancient Greece, education has been conducted almost exclusively in a classroom with an instructor lecturing a group of students. But now, with the advent of technology and the explosion of knowledge in the information age, traditional training is slowly becoming obsolete.

Why? In today's tight labor market, companies know that in order to remain competitive they must develop a method for training employees more rapidly, more effectively, and less expensively. Traditional training methods do not fulfill these criteria as effectively as technology-based training.

Quite simply, traditional training:

• Is more expensive (considering costs for travel, printing, materials, training staff, and facilities)
• Must be done at a certain time and in a specific location (limiting the number of people who can attend at one time)
• Provides little opportunity to transfer knowledge as quickly as business needs may require
• Cannot be updated quickly or easily (it takes time to update paper-based materials, then copy and distribute them)

And thus, e-Learning was born.

At its infancy, this method of training depended upon desktop computers and networks but it has evolved (and continues to evolve) into systems that encompass a variety of channels such as wireless communications and satellites and technologies such as cellular phones, PDA's, and CD-ROM's.

E-learning provides organizations with a training method that can be conducted at the individual's convenience and can be accessed at any time where an Internet connection is available. Because of this level of availability, employees can work the training into their schedules as opposed to trying to coordinate a schedule where conflicts with work projects, time and travel are common. In addition, internet-based e-learning can often be standardized and updated immediately as information or technology changes - unlike printed books and manuals.

One of the greatest benefits of e-learning is the cost savings associated with delivering training via the Internet, multimedia, satellite or other electronic methods. E-learning has been proven to consistently save companies between 15% and 50% of the costs incurred in programs delivered exclusively in classroom settings.

Of course, one of the most common questions regarding e-learning is simply "How effective is it?" Academic research and practical experience has shown that e-learning is educationally effective and offers significant business value. Since the goal of any training is to increase knowledge, the effectiveness of instruction is often measured by learner achievement. Results from a study by California State University revealed that virtual learners scored an average of 20 points higher than their peers. And the military also found that learners trained through online training scored significantly higher than those who were trained in a classroom environment.

And let's not forget that it is also important for the learner to have a positive experience during training. One study found that participants preferred taking courses via the web to taking the same courses in a traditional classroom setting. These results revealed a high level of satisfaction with the use of technology, course content, and instructor and mentor support. Another study indicated that 94% of participants who completed an Internet-based course believed that they learned as much or more as they would have in a classroom-based course.

Another advantage of e-learning is that companies can empower managers and supervisors to manage their own employee-related issues. Standardized training such as how to discipline and terminate employees can be very valuable to a Human Resources Professional who has empowered the organization's managers and supervisors to conduct their own disciplinary processes.

A common question asked regarding e-learning is "What skills are best taught through web-based training?" Although many companies have offered some form of computer-based technical training, non-technical (known as soft skills) training has also been shown to be effective. As a matter of fact, business liability can be lessened by offering up-to-date standardized training in areas where federal, state and local laws and regulations are constantly changing. The advantage of e-learning is that these courses can be updated immediately to accommodate changes.

Computer-based soft skills training have a higher probability of success if the organization is committed to empowering its management ranks to handle employee related issues. This offers the Human Resources Professional an opportunity to focus on other important responsibilities while only having to oversee the management activities associated with employees.

When considering integrating e-Learning into a company's training and development program, there are two critical components to consider - technology and content.

Today, technology is changing how e-learning is perceived and managed. The type of e-learning to look for are those that provide a way to deliver web-based courses to the learner, track the learner's interactions with the courses, and report on how students interact with the course.

Content is an essential aspect of any learning experience. Without quality information, an e-learning program fails. It is simply not enough to have sound instructional design, easy navigation, and methods to evaluate learning. These elements, along with some of the more exciting bells and whistles that energize learners, should supplement e-learning materials, not replace them. Up-to-date and informative content is the foundation upon which all else builds.

The path to becoming an empowered organization, however, is not always easy. It requires sharing knowledge, adapting the existing knowledge, and applying knowledge. Organizations must have a culture that supports and rewards self-directed employees who continually use and apply learning resources to improve performance. The following must be reviewed when determining an organization's propensity to e-learning and knowledge management:

• Leadership must encourage knowledge-sharing through behavior.
• The organization must find ways to integrate technology into day-to-day work activities.
• The organization must ensure that employee's time is well spent by employing technologies that are easy to navigate and contain resources that deliver value.
• There must be procedures in which to measure the effectiveness of e-learning. This serves to motivate individuals to keep using the program and persuade top management to keep funding it.

In conclusion, to run the best company possible, employers should introduce e-learning to their companies and reconsider the costs and effectiveness of traditional training. Knowledge must be streamlined and communicated on a widespread scale to all employees. E-learning offers companies a cost effective, proficient answer.