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Every company or corporation strives to keep their productivity at the highest level possible. It is for this purpose that executives, supervisors, and managers regularly spend time and allocate resources to track the company's progress and remedy signs of declining productivity. Training materials, tools, and sessions have long been part of improving performance in the workplace. But with constant technological innovation in the recent years, it has been possible for companies to utilize another tool called electronic learning.
As commonly and loosely described, e-learning is a method of teaching or training conducted through various forms of electronic media. This form of education is typically attributed to Internet-based sessions where learners, their peers, and instructors or trainers come together for lessons and discussions in virtual classrooms. However, any learning activity that is facilitated by computers and digital media may also be classified under technologically-enhanced learning.
This learning system has roots on computer-based education that often aimed to imitate conventional class-room style learning environments. Later on, the system evolved into an instrument for transferring information and instructions. Recent development of the system into E-learning 2.0 emphasized social learning and the application of social softwares like wikis, blogs, and podcasts.
In the corporate scene, many companies are also creating elearning systems to help boost the performance of their working force. It has become an effective training tool due to its flexibility. An instructor or trainer could supervise sessions if needed, or employee-students can learn at their own pace, whether individually or in groups. Companies can design programs for supervised, individual, and group sessions; utilize various tools and resources for effective learning or training; set a portion of their regular working schedule into sessions; and validate whether the training sessions were effective by conducting demonstrations, surveys, and knowledge tests.
As much as education technology for the corporate scene looks promising, many believe that it may not be an effective medium for complex skills or highly technical themes. To support this, technology website ITWorld shares emerging statistics and results of studies done by various institutions:
- In one study, 57% of respondents said they had a "frustrating, lonely, and stressful" elearning experience.
- Only 40% of the learning material is retained from even the best methodologies or systems (with audio-visual learning tools).
- Social interaction is still the best learning method for humans; it is a critical component not present in electronic learning.
- Learning or training with a human instructor is still preferred by many over self-studying using lectures or other materials posted online.
A closer look at the results of these studies implies that companies cannot rely solely on electronic learning to ensure performance improvement in the workforce. The modules, learning materials, and sessions should ideally be used as a supplement to interpersonal training and learning sessions. Conventional education has been successful because social activities and interaction creates better impression and encourages critical thinking. If social learning is integrated in elearning systems, it is possible to create a more effective, engaging, and lasting learning experience that will benefit both the company and the workforce.
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