The importance of learning in an organization is self-evident. It not only helps organizations to improve their available resources to further their objectives but also helps employees to build on their existing skills for their individual betterment. Focusing on people development by building on their learning capacity and knowledge management is thus equally essential for the organization and its employees. eLearning is one method of promoting people development.
However, before you promote eLearning, you will need to critically examine the culture of your organization to see if it is geared towards learning at all. If it is not, the best of your promotion activities for adopting eLearning won’t work. From our own experience in the field of training and development, we know that eLearning is most successful in companies that have a corporate culture built on a foundation of employee development and Continuous Professional Education (CPE). So how do you go about creating a culture of learning in general and eLearning in particular?
The first step towards cultivating and nurturing any culture is being aware of the current culture. Sometimes organizations may not be using eLearning but might be encouraging learning through traditional mean such as providing instructor-led-training programs or sponsoring for external training programs. If this is the scenario in your organization, you just need to build on the existing learning culture.
However, if you see potential problems in your organization about building a learning culture, you will have to chalk out a plan. You can choose to partner with external HR or organizational development professionals or collaborate with the talent management groups internally to develop a strategic plan for enabling employees to view learning as a part of professional development. Employees will need to be informed on a regular basis about available learning opportunities and core benefits that can be obtained from them. Highlight the best case scenarios where learning has helped employees further their individual interests along with helping organizations achieve their goals. This will help employees realize that not engaging in learning is not an option anymore and shunning learning would curtail their chances of climbing the corporate ladder.
Employees must see learning as indispensible if they wish to survive, take up higher workplace responsibilities and succeed within the organization. Once learning begins to be part of the DNA of the organization’s culture, eLearning can then be as an easy form of learning which they can take up at their own pace and convenience.