By no means is online training a new concept. Indeed, many companies have used it successfully for years. And those that haven't made the transition yet are understandably hesitant. But implementing a quality e-training program can offer many benefits, including reduced training time, cost savings (e.g., cut travel expenses for learners and instructors, as well as cut learning-facility costs), easier delivery and immediate and constant access to training material. Further, it offers an integrated approach to provide workers the knowledge they need to possess to get the job done efficiently and safely.

Choosing to implement an online training delivery format is a strategic business decision requiring the consideration of many variables. If you are considering making the jump to online training, muse over these seven tips (via Occupational Hazards) for successful implementation:

1) Establish Objectives. Your organization must understand exactly why it is implementing an online learning program. Consider your goals and the benefits you hope to accomplish. In establishing specific objectives, "you will have a blueprint available for step-by-step implementation of the system you finally chose."

2) Companywide Communication and Participation. Every level of the organization should be aware of both the implementation and benefits of any online training system. Explain the upcoming format change to everyone; enable them to become comfortable with the idea. With advanced preparation and training, workers likely will welcome the new training system. Of similar note, know your workers' computer skills and learning abilities. Prior familiarity with a computer obviously will help ease the transition to online learning. And a brief overview of basic computer skills could prove to be a helpful first step in overall training.

3) Invisible Technology. Workers should experience a seamless interface with the online training system. "No one should have to download any additional programs or materials to run the training program," notes the article. "A worker should be able to sit down in front of a computer and proceed directly to the training program." The program should be absent of any downloads or IT hurdles, thus making the program easy to access.

4) Access to Live Assistance. During training, an administrator or supervisor should be immediately available to answer program- or materials-related questions. This can alleviate some of the anxiety for many workers and, of course, provide another immediate way of communicating assistance in training.

5) Time and Environment. To maximize the training experience, set aside adequate time for workers to complete all necessary training. Provide workers with a comfortable amount of time for course completion away from workplace distractions. Speaking of distractions, it is important to have the training take place in an environment that facilitates learning. The training area should be free of unnecessary distractions; it should take place in a comfortable setting.

6) Promote Feedback. Solicit feedback from all of those involved in the training process. This helps to fine-tune the online learning center's implementation. Consider establishing a pilot program designed to gather workers' feedback and comments. Shortly after everyone has had an opportunity to train on the new system, maybe send out a survey to gauge the workers' response to the new learning format and help you determine if any adjustments are required.

7) Establish Criteria to Measure Success. "What benchmarks do you have for your training program?" asks the article. "How will you know if you have been successful?" Establish training goals early in the implementation process and you'll be able to measure and document success along the way.

Of course, online is not the answer to all training needs. For some objectives, you'll likely require a blended learning approach. In fact, despite all of the lip service paid to e-learning, mobile learning and on-demand learning, research shows that most training still is done the traditional way. "And that's not a bad thing," notes Training magazine's 2005 Industry Report. "The classroom ain't dead yet."

"As they have done year after year, no matter what new software or tool has been popular, organizations in this year's report said that 70 percent of all their formal training courses are provided in classrooms with live instructors," says the most recent report, which annually details the formal training activity of U.S. organizations with 100 or more employees.

According to the data, it appears that online learning by itself is minimal. Rather, it is most frequently used
as a component of blended learning. While there were many organizations that used only traditional methods of delivery for various types of training, a healthy 15 percent to 30 percent said that they used both e-learning and traditional methods.

However, in today's new workplace and its course of knowledge sharing, traditional classroom education or training does not always satisfy every need of the new world of continuous learning. E-training provides workers with a flexible and personalized way to learn. It offers learning-on-demand opportunities and can reduce training costs. For those companies that haven't made any transition into online training — even if via a blended approach — your hesitance is understandable. Automatically spurning change from which you can benefit is not.

Sources & References

Listening to Experience: 10 Steps to Successful Online Training
by Bryan Hornik
Occupational Hazards, April 8, 2004

2005 Industry Report
Training Magazine, December 2005

Additional

Foundations of Safety Training Online
Summitt Training Source, Inc. whitepaper
Occupational Hazards, November 2005