Decision-makers in Learning & Development are increasingly faced with the question of how much sense e-learning makes for their company. However, pure e-learning will never replace traditional further training! Find out now what typical forms of e-learning are and why companies are on the safe side with blended learning.
What do you understand by e-learning?
Digital processes are constantly changing how we live and work. Corporate training is changing accordingly: E-learning is not just a frequently heard buzzword in the Learning & Development community in 2018. In discussions, in addition to the impression that digital learning “somehow belongs to it”, I also hear a certain skepticism: To what extent can people learn from and with machines?
There are two fundamental misunderstandings in this question.
Even with e-learning, the content is fundamentally developed by humans.
There is no such thing as “the e-learning”: digital learning formats have many faces.
Regarding the first point: The “E” in e-learning is not as relevant as you might think! After all, the digital learning platform is just a medium, like a book or a presentation. The content and the educational preparation still depend on humans who have to put themselves in the shoes of their training participants.
Regarding the second point: When trade media talk about “e-learning”, they usually mean, very roughly, a form of learning in which participants learn with digital devices. This can be a pure online course, a webinar with an expert presentation, or a mix of traditional face-to-face training and digital learning impulses. All of the methods mentioned fall under the category of “e-learning” – but are completely different in their process and effect.
Typical forms of e-learning: Predominantly self-directed
So let’s approach e-learning in this article completely unbiased and first clarify how typical forms of e-learning differ. Have a look at the following graphic:
On the right side of the graphic, you will find typical learning formats that are predominantly externally directed. A seminar is a classic face-to-face event. A webinar is a seminar on the web and only differs in the learning environment: as with a seminar, the learning process here is mostly externally directed.
Both seminars and webinars do not fall under the term e-learning due to this external direction and the mandatory attendance!
On the left side, you can see typical e-learning methods. A pure online course is usually available to the participant in a pre-made format. Learning with online courses is therefore very self-directed. With learning formats using Learning Management Systems (LMS), some kind of communication with each other usually takes place. However, even in a typical LMS, the participant is very much on their own and learns in a predominantly self-directed manner.
In the middle of the graphic is the blended learning method: here you combine self-directed and externally directed learning formats. Depending on the requirements of the participants and the general conditions in your company, you as a decision-maker in Learning & Development can choose how high the (predominantly self-directed) share of e-learning should be!
Blended learning is a method in which traditional classroom learning is integrated with e-learning components.
Find out in the next section why the blended learning method is the future of corporate training!
The future of Learning & Development is called Blended Learning
At blink.it, we are convinced that pure e-learning will not prevail. Although our software is 100% suitable for creating standalone online courses, we advise companies to use the blended learning method instead. Why is that?
As you can see in the graphic above, blended learning contains both externally directed and self-directed elements. This makes blended learning comparable to a flexible material that fills even the smallest gaps:
With blended learning as the learning method for your corporate training...
the trainer is flexible to shift content from the face-to-face portion to the online support as needed – and vice versa
your company benefits from relatively little loss of working hours
the employees achieve a higher transfer of learning than with pure e-learning or pure classroom learning
These are just three of many reasons why blended learning will establish itself in the long term. The numbers have been speaking in favor of this flexible learning method for several years now: blended learning has been in first place among the most important forms of learning in the annual Trendmonitor of the mmb Institute since 2013.
Why pure e-learning, on the other hand, has no future is explained in more detail in the article "E-learning is looking for a partner".
Overview: E-learning versus classroom learning
If you decide on the blended learning method, the question still remains as to how high the share of e-learning should be and how high the share of classic seminars, workshops, and other face-to-face events should be:
What is e-learning suitable for, and what is better suited for classroom learning? What are typical methods? I present the answers to these and other questions in the following table:
E-learning |
| Classroom learning |
Declarative knowledge: e.g. fire protection measures | Suitable content | Procedural knowledge: e.g. typical soft skills like communication or leadership |
self-directed methods, e.g. quiz questions or explanatory videos | Typical methods | predominantly externally directed methods like presentations or tandem learning |
a virtual platform, e.g. a Learning Management System (LMS) | Learning location | a physically existing room, e.g. a seminar room in the company |
Support and guidance | Role of the trainer/coach | Direct knowledge transfer as an expert, personal connection (face-to-face) |
completing pre-made exercises; time and place are usually determined by the participant | Role of the participant | Doing pre-made exercises (often together with others) – time and place are fixed |
Of course, any further training depends on many factors – the learning format is just one of them. The trainer should be pedagogically trained, and the learning environment and technical tools (e.g., the LMS) should work flawlessly and be easy to use.
Choose the right model for blended learning now
However, studies show that blended learning, as a mix of e-learning and classroom learning, tends to bring the greatest learning effect. Provided that the supporting trainer or coach adapts the corresponding blended learning model to the needs of the participants! How high the online share and how high the face-to-face share is, or how much time lies between individual impulses – that looks different for every blended learning model.
We have summarized the most common models for blended learning in an infographic and made it available for you to download. How well do you know the needs of your company's employees? Have a look at the infographic and get an impression of which model is suitable for your company!
Conclusion
For Learning & Development, e-learning is not a replacement for personal training, but a tool that unfolds its strength particularly in the appropriate combination of different learning formats.
Which mix makes sense depends on the learning content, the employees, and the general conditions in the company. Blended learning combines self-directed digital phases with personal support, thereby creating the flexibility to use both learning formats in a targeted manner.
Frequently Asked Questions and Answers
What does e-learning mean for Learning & Development?
E-learning includes digital learning formats where employees learn, for example, via online courses, learning videos, quiz questions, or an LMS. For Learning & Development, it thus expands the possibilities of designing corporate training flexibly.
What is the difference between e-learning and blended learning?
With e-learning, learning takes place digitally and is often highly self-directed. Blended learning connects digital learning phases with personally supported learning formats and thereby combines self-directed and externally directed learning.
What content is particularly suitable for e-learning?
E-learning is particularly suitable for content that employees can work through independently, such as basic knowledge or clearly structured information. Quiz questions, explanatory videos, and other digital exercises can support the transmission of knowledge.
How high should the e-learning share be in blended learning?
There is no generally applicable share for this. The ratio of digital and personal learning phases should be based on the learning objectives, the content, the needs of the employees, and the general conditions in the company.
