UPS- E-learning

Organizations have a big hunger for effective ways to learn, and UPS is no exception. As a company with roughly 365,000 people worldwide, a challenge was getting people to understand that e-learning was the future. There was a pent up desire for learning that really helped UPS be in the right place at the right time, but the fact that e-learning delivered a robust, broad offering was the key player.




UPS very quickly moved away from the things that were easily learned and did not require a classroom forum. For example, even from the introduction of e-learning, people within the organization were not permitted to go to classes to learn Microsoft desktop products. On the other hand, the types of things that are easily learned using e-learning introductory technology courses, were offered.




Other than corporate-sponsored leadership training, there is some very specific function training that occurs; however, the development of technical skills and development of management and leadership skills does not happen to a large degree. As a company they needed to be very conscious of trying to manage non-operational expenses and, due to the presence of heavy competition in this area, it was necessary to improve through learning and development. UPS went public at the same time e-learning was introduced throughout the company.




E-learning allows the company to do things that they never could have accomplished in an instructor-led mode. For example, this situation relates the advantage in data protection training:




There was an initiative inside IS where the CIO basically appointed everyone an employee in IS; this resulted in a very large number of people that required training on how to protect sensitive data. UPS was able to use the LCMS that came in the platform to create a course in fairly short order and require everyone to take the course within 60 days.




With the e-learning program, UPS was able to see who had completed the training and manage those that had not to achieve a critical goal. The usage of e-learning is so high because the course was required, is needed, and well suited for e-learning.




The challenge was to make e-learning exciting enough that people would stick with it. Imagine sitting in a classroom and listening to someone lecture about the importance of protecting sensitive data. E-learning did just the opposite and UPS was able to create 2 different sessions -- a 45-minute session and a 40-minute session. With the course broken up into two pieces, people could learn what was necessary in the first course, take a break, then come back and complete the second course.

Category:

Education

Tags:

• CorpU
• Corporate
• Human
• Capital
• HR
• Training
• Learning
• Leadership
• Performance
• Measurement
• Linda
• Hardenburg