When Learning Goes High-Tech

HRM. What are the latest trends you are noticing in technology and solutions provided in eLearning?

MR. New technologies are definitely affecting the kinds of eLearning that gets developed and deployed, and creating new opportunities for more effective online learning. For example, new video compression technology will vastly change eLearning in the very near future. ELearning looks and feels the way it does because of technology limitations, most notably bandwidth and file size. As those limitations disappear you will see eLearning look more like an interactive video documentary, where the video pauses and asks you questions or puts you in a simulation.

Applying social networking technologies to eLearning – or “eLearning 2.0” – is another trend that is gaining more interest among our customer base. The idea is to wrap a social network around a particular topic, or corporate learning in general. For example, you might put up a wiki for a particular course, like a product training course and allow RSS feeds.

RT. At Adayana, we have always seen technology as a tremendous enabler of the process of training and learning. As global infrastructure continues to improve in leaps and bounds, it is now possible to provide eLearning to places previously unheard of. The type of tools that are now being developed are making it possible for ordinary, non-technical people to create “pieces of learning” – witness the use of rapid authoring tools, podcasts, blogs etc.

The target audience for training is increasingly heterogeneous, with a complex mix of Boomers, GenXers and GenYers in the workforce. This calls for a fluid approach to how learning is designed and delivered. In many cases we provide the "knowledge pieces" (factual, straight-forward information) in a self-paced mode (CD, DVD, and/or web-based) and deliver the skill development piece (the "hands-on" portion) virtually or in the classroom.

Language and localization is also becoming hugely important with globalization; we have developed significant expertise in this area and have tools and processes that make translation cost effective.

HRM. What are the main benefits of eLearning when compared with classroom teaching?

RT. We can look at this question in two dimensions¬: the benefits of eLearning per se, and the benefits of eLearning for Gen Yers. The three overwhelming benefits of eLearning are scalability, personalization of access, and the ability for learners to review learning over time. ELearning can be delivered in a consistent format to thousands of geographically dispersed learners. Second, eLearning enables users to learn at their own pace, personalizing the learning experience and maximizing learning outcomes. Third, the ability to come back to the course for retrieval is a unique advantage provided by eLearning that greatly enhances the effectiveness of recall and application of learning.

With respect to GenY learners, they have grown up with technology. We cannot afford not to provide them with some degree of eLearning in the delivery mix.

MR. ELearning can provide lots of benefits vis-à-vis classroom instruction if it is well designed and executed. First of all, it is a great way to save time and money. If you need to train thousands or tens of thousands of employees who are geographically dispersed and possibly speak different languages, by using eLearning you’ll eliminate the need for classroom space, travel and logistics. The latest Gartner report says eLearning delivers twice the retention rates at half the cost of classroom instruction and our experience easily bears that out. Whereas classroom instruction might cost $50/user, eLearning could cost as little as $5/user or less.

With eLearning you get a consistent one-on-one experience. Every learner can also be tested on each key point and that enhances retention. Learners can also move at their own pace so quick learners aren’t frustrated by slower learners. Learners can take the training at their convenience, always get consistent instruction, and can participate in simulations and interactivities that require them to think.

HRM. Despite the advantages of eLearning, many institutions have been slow to adopt eLearning technologies. Why do you think this is?

MR. The cost per quality ratio has not added up for a lot of organizations. Designing and developing eLearning content that effectively teaches the material is a complex process and can be very expensive, depending on how you go about developing it. Companies know that eLearning is a great idea, but many of them have not figured out how to do it in an efficient or effective way.

The typical solution is to build out an internal “eLearning department” to create courseware, but the process of recruitment, training, and retention has made the actual cost of courses very high, or worse, internal eLearning development projects have simply failed. Most of our customers have found that having a few talented eLearning professionals who guide the work of highly motivated external vendors is the best way to get the benefits of eLearning while avoiding all of the pitfalls. They can find the right vendor for the right job, define and limit the scope and budget for each project and use the power of the free market to get the best possible cost per quality ratio.

RT. In our experience, this is changing fast. The rate of adoption of eLearning by companies and universities is fast accelerating. In the past, there were many factors that held back organizations from adopting eLearning – some are no longer valid, (thus the greater acceptance and adoption today), and some are still valid. ELearning represented a change in the way learning has been delivered for centuries. Any such change is expected to face a great degree of resistance. The hype around eLearning and its subsequent failure to provide returns led to a disinclination to invest further. Development costs were high, and the technology infrastructure was not developed enough. Also, the learner audience did not demand eLearning. Today, it is the corporate learner who demands interactive, technology-based learning that they can access just-in-time, on-demand. Changes in technologies accompanied by falling costs of development and production have made technology-based learning options far more attractive today.

HRM. What kinds of eLearning solutions do you provide that can best serve customers?

RT. Our solutions fall into two broad categories. One addresses the unique learning needs of clients within specific industries. We focus on the following industries: food and agriculture; automotive; defense; and service industries such as education, healthcare, and high-end technologies. We have invested in developing or acquiring domain knowledge in these industries, and we combine this knowledge with learning design and technology skills to create high-value solutions – both strategic and learning-focused – for our clients.

The second addresses large-scale skill gaps through expertise development solutions. Large-scale skill upgrading is a high priority for many industries in both developed and developing countries. In India, for example, only one in four of the over 400,000 graduates in India every year are employable. The big challenge is to provide the remaining graduates with the set of skills needed to get them up to speed. Our expertise development solution addresses this issue using a broad-based, collaborative approach. ELearning development and delivery is a fundamental part of this initiative.

MR. The best way we can serve our customers is by providing them with a cost per quality ratio that makes eLearning a winning proposition for their business. And that is the key. Anyone considering eLearning should use their business objectives as a starting point and continuously judge their eLearning activities against bottom line business objectives. Successful eLearning is effective at both an educational and business level.
We offer a complete eLearning solution, including off the shelf courses, custom design and development and a Learning Management System. But what makes us different is our focus on the optimal cost per quality ratio. All of our design work is done in the US at our home office, but those things that make sense to offshore, the time consuming and tedious tasks, go to our development center in India. This helps us keep quality high and costs low, which is the key to encouraging greater adaptation of eLearning.

BIO: Martin Rico – Inspired eLearning, Inc.

Martin Rico is the founder of Inspired eLearning, Inc. a full service eLearning company offering custom eLearning development services, web based course material and learning management software in more than 10 languages to Global 1000 customers, such as ADP, Johnson Controls and Bridgestone Firestone. Before founding Inspired eLearning, he was the Chief Operating Officer of TechNow, Inc. where he managed instructor led training services in the United States and Germany, for customers such as the U.S. Armed Forces, IBM, and the US Department of Justice.

Martin Rico
CEO, Inspired eLearning Inc.
http://www.inspiredelearning.com

BIO: Rajiv Tandon – Adayana Inc.

Rajiv has over 35 years of international and domestic business experience as well as experience in consulting and higher education. Prior to forming Adayana, Rajiv was the CEO and President of LearningByte International, a developer of custom eLearning and web-based training solutions. His leadership placed the company among the 50 fastest growing companies in Minnesota for three years in a row; in the National 500 fastest growing companies in 2000; and in the 2007 INC500 list of fastest growing private companies in the US.