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Lack
of Online Training Preparation
The HRD Online training management and elearning system is
not just about learning but also about the management of the
learning process. We believe that to be successful online
training implementation must adopt an integrated approach
to HRD. This means integrating Performance Assessment with
Training Needs Analysis, with Personal Development Plans,
with Continuous Professional Development records, with online
training blended with other training resources, learning methods,
and corporate learning programmes.
This is what
the
HRD Online training management and elearning system
is designed to do!
A) Resources - external online training
systems administrators and internal or external elearning
coaches need to work actively with your HRD personnel to ensure
that both the online training system, courses, programmes
and support services are fully understood before implementation
can commence. From this foundation all levels of the organisation
need to attend induction tutorials / workshops to ensure they
also fully understand both the online training process and
the elearning administration and elearning support environment.
This is crucial not only to help the organisation, its
managers and employees make the transition to an online training
form of learning, but also to help them understand it and
build enthusiasm for it.
B) Learning Methods - individuals subscribing
to online training courses should not operate in a vacuum.
Not all individuals have the same learning style and therefore
to ensure that online training subscribers are learning effectively,
and learning the right things, online training should be "blended"
with other learning methods and other learning programmes
for mutual reinforcement.
Our HRD Online training system partners
can design and support customised online training programmes
blended with in-house workshops, coaching, computer based
simulations and residential action centred learning.
C) Corporate programmes
- even customised online training programmes are
not a substitute for corporate learning programmes. Identifying
Training Needs and designing learning programmes to satisfy
those needs must remain at the heart of HRD. Why? Because
without this approach the organisation cannot ensure that
it is developing the skills it needs from individual employees
to satisfy both current and future needs. It is a grave mistake
to assume that online training is a cost-effective substitute
for corporate programmes. It would be very appropriate though
to assume that online training will enrich corporate programmes,
and should make their learning significantly more effective
and more likely to endure. Also it should be possible to reduce
the time taken to achieve the required level of learning.
Without this preparation and full integration there is a
real risk that the online training subscriber's motivation
and momentum will fade and if that happens then the organisation
will see a high dropout rate.
The HRD Online training
management and elearning system incorporates
Performance Assessment, Training Needs Analysis, Personal
Development Planners, customised blended online training
courses, Training Results and Continuous Professional
Development records - all visible to authorised personnel
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