E-Learning For IT Training – More Hype, Less Substance
Introduction
Information technology has taken the business world by storm. Businesses that have not yet integrated IT in their major areas of operation are hard to find, with IT reigning almost all industries. The fast evolution of IT and ITES in recent years has, however, stimulated the need to train employees to better handle day-to-day work pressures efficiently.
E-learning for IT related training
With industries across the world becoming acquainted with e-learning, the IT industry too relegated its corporate training needs to e-learning. E-learning has long been hailed as the panacea for all corporate learning needs. It scored over conventional corporate training in cost and time efficiency, and also because it did not disrupt working schedules, and avoided dislocation of learners from the working environment, often for long periods of time.
The half-decade tenacity of e-learning has given enough time to experts for analyzing its effect on corporate training in more depth. Unfortunately the results of this analysis are not quite encouraging. Surveys point out to shocking results that more often than not, bust the hype created by e-learning advocates. More than half the learners surveyed find the experience frustrating, lonely and stressful, and retention in the courses is at an abysmal 40%.
These findings go on to prove but one thing – internet is a good medium that provides us with copious benefits, but it is definitely not meant for learning.
The overlooked drawbacks of e-learning
Lack of motivation - The motivation of employee-learners is largely dependent upon the structure of the training. An anytime learning structure gives learners the liberty of being able to do it any time, so why now? Why not later? Also, in a milieu where employees hardly find free time for themselves, they are increasingly apprehensive of taking on to another time-consuming exercise, and try to delay it as long as possible. Implementing learning on their own is often an unsuccessful attempt on the part of the students, which can be evaded by sticking to the good old conventional training model. Because of anytime learning, a group that has enrolled for a course together will not be able to finish it together, making co-ordination for deadlines difficult.
Lackluster learning methods - The motivation hurdle apart, just how successful can an e-learning initiative - devoid of human interaction – be? Human beings can learn best either form trial and error methods or from observation. With the lack of interaction, e-learning leaves little scope for observation by learners, thus putting the onus of learning wholly upon the trial and error method.
Lack of practical training - Lab based experiences are vital for learning, because they allow students to do things first-hand. Bandwidth issues are a major deterrent in incorporating more audio and video based applications in the courseware. But even if it is done, it cannot replace the practical experience in a lab. Even with audio and video aids, student retention is at a mere 40%, while it shoots up to a stupendous 80% in case of live training classes. Without lab based training, e-learning programs will remain mere means to provide certification and exam oriented knowledge. True competence is achieved only with first hand experience of ‘doing’ things.
Time efficiency, a mere hype - E-learning advocates have screamed themselves hoarse over the time efficiency of their programs, thus indicating cost efficiency as well. Agreed that an e-learning course can be completed faster than a conventional live course, but at what cost? The most important aspects of learning, such as learner-instructor interaction, and first hand experience, are neglected by the e-learning model, which consume a major chunk of time. Thus, though an e-learning program gets completed faster, learners who take them up are less competent than those completing the conventional training program, which can be gauged by the speed of their work and the errors committed in it.
Cost efficiency, also nothing to cheer for - Because of the shorter duration of an e-learning initiative as compared to conventional training, it is considered to be a low cost option and rightly so. But, the difference in costs amounts to a mere few hundred dollars per student. Is it too much for the increased competency that the live classroom training will provide? The return on investment concept proves that the e-learning initiative is not as cheap as it is touted to be. Also the costs do not include intangible costs such as those of integrating learning management systems, and high drop out rates. And if a student does not learn what he was meant to, it accounts for lost productivity, delay in projects and expensive retraining.
All the above factors put together account for a high drop out rate in e-learning initiatives.
Conclusion
IT companies need to focus upon training that allows learners gain competency instead of just completing a course on paper. Newer technological advances have taken e-learning courses to a completely different level, but at the same time, IT related training needs an extensive experience in ‘doing’ rather than reading. This experience is what comes to aid when applying the learnt skills at the workplace. It is truly sad that e-learning is all void propaganda when it comes to matters of training learners for IT related jobs. And though e-learning cannot be completely dispelled of its virtues, we need to agree that training in IT is definitely the domain of conventional classroom training.
Viswanath Shankar has been managing and maintaining various e-learning softwares for the past decade and a half. A storehouse of knowledge about LMS (Learning Management Systems), He has been working in close co-ordination with web development experts to develop user friendly distance learning programs. It takes a professional like him to declare the big time arrival of e learning as a worthy substitute to conventional learning techniques.
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