The budget is tight, and management has outdated ideas? HR developers, be loud in your demands! Because E-Learning should be part of a long-term strategy, not a 6-week project.
How can it be that digital learning is generally considered promising, while HR managers are still being hindered significantly? E-Learning is not a project where money and time are pumped in once and then finished! E-Learning is a method that needs to be integrated much better into existing structures. Whether didactically or financially – many E-Learning experts are still overly constrained by outdated frameworks.
That’s why I’m writing today about 3 demands that cannot be loud enough. HR developers, stand up against the rigid structures in further education!
Enough with the digital parallel world!
More budget for E-Learning!
Strategy instead of reactionary measures!
Enough with the digital parallel world!
About every fifth company has its own E-Learning department. How does that look in your company? Whether you have your own department or not: E-Learning is part of further education; that should be clear to everyone today. Why the artificial separation? There is not “further education” on one side and “E-Learning” on the other!
Article Tip: Whether E-Learning or seminar: Adapt the format to the goal.
Some executives act as if digital learning is a trend. In fact, the opposite is true! On the one hand, many youthful methods existed over 20 years ago: For example, microlearning was previously called "One Point Lesson". And unlike a trend, E-Learning is spreading more and more every year and will surely remain an important topic in adult education for the next 20 years.
More budget for E-Learning!
Due to Corona, the budget for further education has been redefined in many companies. According to the latest benchmarking study by eLearning Journal, nearly 40% of companies limited their budgets for face-to-face training, while almost as many companies increased their budgets. But what about the budget for digital methods?
Unfortunately, many HR developers and Learning Developers fail simply because their budget is constrained by rigid guidelines.
Often, management in companies still doesn’t recognize the value learning (both digital and analog) can bring. And therefore, they are not willing to invest accordingly.
Sünne Eichler, Director of the Steinbeis Institute for Digital Learning & Leadership
And even if the overall budget for further education is quite good, often only a tiny part can be spent on E-Learning or digital methods. What’s the reasoning behind this restriction? Shouldn’t you as an HR developer be able to decide how to use the overall budget sensibly?
Therefore, advocate for more budget in E-Learning – or against the financial separation of face-to-face and digital measures!
Symbolic image: Enough with separate budgets in further education! E-Learning often receives far too little of the overall budget for further education.
Strategy instead of reactionary measures!
From the previous points, it should be clear: E-Learning is a method, not a project lasting a few weeks or months. While it can be a project to start implementing E-Learning in the company, digital learning itself is a strategy that needs to be considered long-term.
My appeal to you as an HR developer is therefore: Stand up for your convictions! Due to the pandemic, many HR departments have been characterized by reactionary measures in the last two years. Quickly doing something digital to continue existing.
But now it’s about finding a long-term strategy. And that includes a seamless integration of E-Learning and digital learning into the ongoing education of the entire company.
Enough with separate budgets for E-Learning. Enough with the project “E-Learning,” which is temporarily imposed on existing structures. Towards a long-term strategy to find the best mix of methods for your needs. What are you waiting for? Convince your management to rethink learning now.
