Online learning does not replace the traditional face-to-face learning methods, but should be seen as a supplementary means of learning. It enables many employees in industries that work long hours, sometimes on a shift basis, as well as those who live and work far away from training centres, to access and learn on their own without any impact on the operational aspects of the business. These courses are flexible enough to include a blended approach by combining the self-learning with a select number of contact sessions to maximise its value.
It is self-paced and is certainly more cost-effective than traditional learning approaches.
The fact that a manager can learn with ease and in the comfort of his/her free time, makes this approach a lot more appealing. We all know how disruptive time away for training can be in the organisation.
- First, it requires rescheduling for the number of days the participant is going to be away.
- It disrupts the work of the unit/branch office if the manager is away as work has to be shared out, often amongst less competent colleagues.
- Is problematic if special events are happening like promotions, audits, stocktakes etc.
- Disruptive for the participant who spends time away from home causing personal stress, something employers ignore, but there is a hidden impact on the individual and the organisation.
- A risk in the form of leaving the business in less capable hands.
- Costs in the form of training fees for the facilitator, venues, travelling and all the other associated expenses.
- The time and effort associated with organising, controlling and managing learning events in an organisation.
There are other less obvious, but very real factors, that are seldom raised by training providers, about how effective the class-based training actually is. Evidence from numerous studies has shown that participants only recall roughly 15% of what they hear, see and experience in a classroom situation.