Quality and Training Solutions- E-learning

Many organizations believe that once you make e-learning, their input is no longer needed because now it's captured forever. What organizations do not realize is that e-learning is never really finished, and it's something that has to grow, change, and adjust all the time. These modules and subject matter experts always need to be coming back together again to make sure they are actually doing what the business needs to do.




Due to different existing cultures, it is important to adapt and work through the e-learning process to recognize the culture that you are working with.




• Is it a collaborative environment where you need to make sure things are kept consistent and on task?

• Is it an environment where they want to create it themselves? If so, let them improve the process rather than stifling what the process may be.

• Is it an environment where they work independently and by themselves? Do they feel more comfortable speaking with someone remotely over chat, rather than talking to the person next to them?




All of these ideas must be developed and brought in, even though the content may be the same for everyone.




If you walk into the culture in the Philippines, they work in a collaborative environment where one set of tasks or procedures needs to be created for everyone. If someone figures out a better way and they go off and tell others, whatever process one is supposed to do is lost; e-learning helps maintain the desired focus by adding the metrics of quality or auditing a method to make sure they stay there.




On the other hand, an organization in India decided that they could create tasks and procedures better. Now there is one person off doing his thing, another doing his thing, and soon you have 20 different versions that e-learning can bring back together.




Launching in the UK was difficult, so lab environments were created in order to receive much needed feedback, as well as to be able to answer any questions employees had. In some cultures, they do not speak to each other. In London, employees who work together do not look at each another. They sit in a round open cube environment and do not know the name of the person next to them. Employees were sent back to their mentor after training and their mentor did not feel comfortable talking to or working with them because they never had before.




All of these show that you really need to assess the culture you are working in to develop the content and maximize the effectiveness of the e-learning.

Category:

Education

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• CorpU
• Corporate
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• Training
• Learning
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