Research: How can Large Enterprises leverage E-Learning advantages?

E-Learning:

Corporate Training
Made Easy

The Learning Enterprise

Large organizations depend on their ability to keep information flowing across
their departments so that it can reach the appropriate people at the right time.
People have the ability to learn at every moment. The firm’s ability to assess,
improve, motivate, and maintain their employee’s knowledge, actively affects the
ability of the organization to succeed. Ensuring that people are constantly
trained, and well informed, is critical to success in business.
Thus, by giving employees the ability to exchange information, and grow their
knowledge without being bound to specific, local, or time-constrained
opportunities, allows the company to be highly successful.

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CORPORATE
DILEMMA What if we train
them and they
leave?

What if we don’t...
and they stay?

... INVESTING
IN EMPLOYEES...

Who

When

Where

Ensuring an appropriate level of
knowledge and information
exchange within an enterprise
means taking care of the learning,
and developmental needs of all of
its members. Whether they are
directors, managers, employees, or
contractors, those divisions, such
as the sales network or customer
support channels, may need a
particular amount of attention
since historically they are affected
by a high turnover of resources.
Providing extended training
opportunities to clients, and
partners, is also considered.
Leveraging client’s presence in the
market will allow them to
proactively spread product
information, awareness, and best
practices, to their own direct
network.

Supporting your team through
their corporate life is important to
ensure that they can grow at the
same speed as the whole
organization. This means launching
training initiatives for your staff as
early as possible. This should take
place immediately after, if not
during, the actual recruitment
process. Providing an appropriate
level of support during the
on-boarding phase allows you to
immediately communicate
enterprise values, and policies to
the new staff. This will help them
build their trust in the organization.
Encouraging a constantly updated
learning plan ensures that your
team grows constantly, and makes
an effective use of their skills, and
views. Letting your team browse
through learning materials gives
you an opportunity to meet their
needs and expectations.
Supporting the learning needs of
your workforce means impacting
their attitudes, and building trust.

It’s difficult for large organizations
to maintain a consistency in their
team member’s training. A
worldwide presence makes it
challenging to assess the training
needs of everyone, and respond
with the appropriate tools, and
initiatives. Supporting a distributed
learning organization means
ensuring that your training content
reflects the specific local
requirements of each business
unit, or department. Adapting the
needs to each region will allow your
custom learning content to be
relevant in each division.


Why

What

Businesses need to be relevant to their target markets. With the current
economic challenges companies face, it is necessary to adapt working
processes, business methods, and organizational structures. Implementing
changes can be challenging for large businesses, when they place an impact
on their strategies, processes or technologies. This is also true when it comes
to implementing innovative learning methodologies and tools. Central
departments may rigidly organize Learning and development programs. This
implies that even slight modifications to their learning infrastructure may have
a significant impact on the overall organization. A lot of time and resources
may be needed to spread the change across the whole structure.
In reality, firms are becoming increasingly aware of these sort of challenges,
and seek new ways of structuring, managing, and delivering their learning
initiatives.

We need to provide learners with
appropriate tools and information,
so they can face their day-to-day
challenges with ease. The more
growth within a company, the
increased need to convey univocal
content to their dispersed workforce. Learning management has
the twofold aim of spreading new
and innovative knowledge across
the organization while, at the same
time, bringing together a company
legacy, and unique knowledge
base. The combination of these
two streams is clearly challenging,
but it is a great opportunity to
boost human resources in a
creative manner.

This can be achieved by introducing alternative, or complementary, methods
to the traditional classroom-based learning programs.
Offering a unique learning experience is crucial, and new technologies
significantly help in making this shift happen smoothly. Nowadays, technology
offers the opportunity of stepping towards a total learning experience,
affecting the synergies among the three classical learning methods: formal,
non-formal, and informal. Each of these learning practices is a pedagogical
challenge; each of them requires attention to be managed, and each of them
may require appropriate investments. By activating all the three processes
simultaneously, the company has an opportunity to establish an effective
Life-Long Learning program.


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Research: How can Large Enterprises leverage E-Learning advantages?

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Research: How can Large Enterprises leverage E-Learning advantages?