Professor David Birchall, director of Learning & Teaching Services at Henley Management School, provides a checklist for a successful e-learning programme

1 Understand what the business needs

Understand where your company is trying to go and the main drivers behind the business and prioritise your training needs. E-learning is no different, in that respect, from any other training intervention.

2 Assess the technology requirements

Consider if you have the technology platform you need to deliver the programme, or if you have to influence the IT department to get the investment you want.

3 Select a supplier

Decide if you want to bring in outside suppliers to set up the programme, or handle it internally. Many companies do seek quotations from suppliers, but then decide to use internal resources because it is more cost-effective and can often deliver a programme more appropriate to their needs.

4 Keep the design simple

Don’t be seduced by glitzy designs that can get in the way of learning. Complex design may not be appropriate for the learner, and the learner has to be the starting point. The programme may also need to be tweaked or updated on an ongoing basis, and complicated design can get in the way of that.

5 Standardise the method of delivery

Uniformity of supply and delivery could be an issue among larger or global companies. A lot of companies are not in a position to have a programme delivered across one platform because their IT structure is not integrated. Some will consider using the internet, but that is really just a tool to deliver information. Learning is more dependent on interactivity ­– linking people and their supporting trainers.

6 Provide technology training

The readiness of people to use the technology is a significant factor in the success of e-learning programmes. If people are technology-literate they will be able to access and use the programme easily, but if there is low or patchy literacy, there could be problems.

7 Motivate the learners

Motivation is vital. Individuals need to see what is in it for them, that it will have a positive impact on their career and not just on the business. The benefits of e-learning need to be clearly communicated, particularly if individuals have previously been sent on residential courses. However, try to avoid glamorising or over-selling the benefits.

8 Create the right culture

The company culture needs to be supportive of individual learning programmes. Individuals need to know their managers will support them when they are putting time into e-learning. Some companies might want to allocate time to staff for e-learning, especially where people are having to keep abreast of fast-changing products or technologies.

9  Assign departmental responsibility

One department needs to be in charge of the programme and that department will vary from company to company. The training and development department might be responsible for updates to the programme, but you also need a function taking responsibility for the whole e-learning programme - modifying, updating, getting feedback, and so on. HR’s role will be to champion e-learning and ensure it supports the company’s strategic goals.

10 Evaluate the programme

It is important that people understand the overall objectives of the programme from the outset and that metrics to measure its success are agreed. For example, look at what impact e-learning has it had on people – are they more effective, doing their job better, selling more, or bringing in more new customers? Evaluation will show you where the training needs to be improved, and if the company is getting value for money.

personneltoday.com, 22 Jul 03