A follow-up to his best-selling E-Learning, past E-Learning explains the most up-tp-date considering on how enterprises research and follow what they recognize to achieve success, and explores the more and more very important function that expertise performs, no longer as an result in itself yet as an essential capacity to get there. The publication additionally offers a transparent direction for assisting to combine learning-including e-learning-knowledge administration, and function help, and should support education pros and the corporations they serve transcend universal myths and misconceptions approximately education and e-learning, concentration training/learning actions at once on organizational information, and enforce a framework that could (at final) be a catalyst for actual organizational studying.
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Additional info for Beyond E-Learning
Layoffs increased, and whole training functions were outsourced. In many cases, business managers at all levels either had differing views from each other or didn’t completely understand what technology could do for learning. For example, a study of senior human resource (HR) managers noted that while most managers had ideas for learning solutions, they were not sure if their approach was correct; they had a weak or nonexistent strategy. As far as technology was concerned, most solutions addressed only part of their needs, and they didn’t quite fit the most pressing issues.
They applied their old business model to the new “e” business. This was a mistake. ”2 At the end of the 1990s, this was also true within many corporations. And just as the irrational exuberance over e-learning was peaking, the Internet bubble collapsed. The Fallout In the rush to turn online education into a business, the roof caved in. —New York Times, May 2, 2002 What a difference a few years make. The e-learning industry was hit as hard as any other by the Internet crash. Investment slowed 14 BEYOND E-LEARNING significantly and in many cases came to a screeching halt.
And be happy” is a great example. The data show that learners don’t flock to e-learning courses because they are online. Nor are they always happy with whatever they can find. Nor do they even always want a course, “e” or instructor led. In fact, the data show that people in business settings want justenough, just-in-time answers to questions and solutions to problems rather than abstract concepts and knowledge checks, no matter how good the Flash animation. They register for online courses, search the table of contents to find just what they want, work through that module, and then log off to go apply what they’ve just learned.