Summary of Nick Van Dam's The E-Learning Fieldbook

By IRB Media

Please note: This is a companion version & not the original book.

Book Preview: #1 In 1996, the first article on Internet-based training was published in Training Magazine. That year, the e-learning market grew from a few million dollars to $3. 4 billion worldwide. But in 2002, the stock market crashed, and the e-learning industry experienced a trough of disillusionment.

#2 The last event in the time flow is the merger in the e-learning industry between SmartForce and SkillSoft in 2002. This merger created the largest global e-learning vendor, and it is viewed by CLO magazine as the beginning of the trend toward Enlightenment and Productivity.

#3 Today, e-learning has proved itself to be a credible opportunity and approach to learning, though it has been hurt by some less-than-stellar implementations. Many believe that there is no doubt about the importance of applying e-learning when and where it adds value.

#4 E-learning has proven to have a significant business impact, as you will find in Chapter 2 of this Fieldbook. Many organizations have successfully implemented e-learning initiatives that were well aligned with specific business goals.

• Language: English
• Publisher: IRB Media
• Release date: Feb 17, 2022
• ISBN: 9781669349303

IRB Media

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Book preview

Insights on by Nick van Dam's The E-Learning Fieldbook

Contents

Insights from Chapter 1

Insights from Chapter 2

Insights from Chapter 1

#1

In 1996, the first article on Internet-based training was published in Training Magazine. That year, the e-learning market grew from a few million dollars to $3. 4 billion worldwide. But in 2002, the stock market crashed, and the e-learning industry experienced a trough of disillusionment.

#2

The last event in the time flow is the merger in the e-learning industry between SmartForce and SkillSoft in 2002. This merger created the largest global e-learning vendor, and it is viewed by CLO magazine as the beginning of the trend toward Enlightenment and Productivity.

#3

Today, e-learning has proved itself to be a credible opportunity and approach to learning, though it has been hurt by some less-than-stellar implementations. Many believe that there is no doubt about the importance of applying e-learning when and where it adds value.

#4

E-learning has proven to have a significant business impact, as you will find in Chapter 2 of this Fieldbook. Many organizations have successfully implemented e-learning initiatives that were well aligned with specific business goals.

#5

E-learning can be used to achieve many business goals, such as expediting the time to market of new products and services, implementing new information systems and business processes, and complying with legal and regulatory mandates.

#6

The future of online learning will include online learning management, which refers to the online guidance, facilitation, and management of all the learner's experiences. It creates the overall learning experience and supports the learning process.

#7

The integration of e-learning solutions will involve learning programs, which are currently deployed through a variety of media, being converted into e-learning solutions. More online courseware will be available for various industries, applications, and functions. Customized content development will require more than just people skilled in authoring tools. For the design and development of more sophisticated e-learning courseware, it will be necessary to have people with a strong background in instructional design.

#8

There are many trends in the deployment of e-learning. For example, organizations have become more knowledgeable about and smarter in selecting the best vendors for their e-learning technology infrastructure, courseware, services, and implementations. Moreover, more emphasis will be placed on making the e-learning event part of the overall workflow.

#9

The business alignment, content, and deployment trends will continue to support a significant growth in e-learning worldwide. The focus will be on integration issues, maintenance, and a new level of benefits.

#10

The shift in the industrial nations toward a strong services economy moves knowledge front and center in meeting customer needs, at the same time as baby boomers are beginning to retire. This creates a huge talent vacuum in companies and industries, which requires an increased need for training and education.

#11

e-learning can be taken any time and is a just-in-time approach to developing important knowledge and skills. e-Learning can be taken at any place, which eliminates the travel needs and costs.

#12

There are two types of business impact: hard and soft. Hard benefits are easy to quantify in dollars, such as a reduction in expenditures for travel, classroom instructor, facility and equipment, training administration, and course logistics. Soft benefits are more difficult to quantify in dollars, but they can be just as important.

#13

Sales and marketing teams should be able to acquire common knowledge of semiconductor technology, processes, and company solutions. Provide critical methodology skills for all practitioners in a globally consistent matter.

#14

The application of e-learning has been found to not be solely driven by cost savings, but also by the business impact of the dollars spent. E-learning initiatives provide both hard and soft benefits that improve stakeholder value.

#15

The effects of learning can be measured at different levels. The most well known learning evaluation framework is the work of Donald Kirkpatrick and Jack J. Phillips, who describe five levels of evaluation important to all learning investments.

#16

The most important reason for lack of ROI calculations in human resource development initiatives is that executives have not requested a ROI because it has been a traditional aspect of the investment/budget process