E-learning must be designed to meet the needs of the organisation and staff if it is to deliver benefits, according to the Chartered Institute of Personnel and Development.
Recent research from the CIPD indicates that over half of organisations (54%) use e-learning.
The research shows that employers are concentrating on developing e-learning modules specific to their needs and embedding it firmly in the other business and human resource processes.
Martyn Sloman, CIPD Training, Learning and Development Adviser, says: "Relevance drives out resistance. If modules are seen to concern issues that matter to the business they will receive support and gain buy-in from both managers and learners. They must be well designed. Only when they take account of learner needs preferences, motivation, ambitions and predispositions towards e-learning will it take off.
"Effective e-learning involves support and automation - not just the latter. Employers rely on line managers, trainers and personnel managers to support and guide the learner if
e-learning is to be effective.
"Making e-learning specific for each organisation and catering modules to the needs of staff and managers maybe more expensive in the short-term but it will deliver results and work out cheaper in the long-term. Significance will ensure manager and staff buy-in."
