9 Questions to Gauge your eLearning Readiness


Before implementing eLearning, it is critical to gauge your organization's state of readiness for this initiative. What are some of the parameters on which you need to rate readiness?

9 Questions to Gauge your eLearning Readiness

If you had to answer a simple Yes/No question on whether you are ready for eLearning, on what basis would you respond to it? To answer that question, you will have to check the readiness of your organization for adopting eLearning. There are many surveys in the market that can help you assess this. Alternatively, you could come up with your own survey. To help you get started, here are a few quick questions to ask yourself and other stakeholders in your organization to figure out if you are eLearning ready.

1. Is there a budget in place?

You will need to look at the budget size, especially given the initial heavy spend on IT infrastructure and courseware. And allow enough room for the approval process. Don’t assume things will move fast – plan accordingly.

2. Are there any forces hindering stakeholders from giving their buy-in for eLearning?

This could include legal or union issues, organizational attitude, etc. and revolves around elements that are beyond your control—which means at any point in time an unanticipated change can occur. Keep your resources focused on areas that are of greater concern, but continue to monitor areas that are in flux.

3. Are employees likely to resist eLearning?

Typically, this question will bring mixed responses with some people being supportive and some not so keen on eLearning. The key tactics will be to carefully pinpoint and monitor the areas of support and areas of resistance in order to determine exactly what causes each reaction. Then, use this information to try to honestly and directly address the concerns of the potential resistors while instituting a compensation or recognition program for those who are active supporters.

4. Do you have a transition plan in place?

You can successfully lower employee and instructor resistance by having a detailed transition plan in place. You should plan for orientation to eLearning right from the beginning.

5. What is the group-think on eLearning?

It’s great if group dynamics are on your side; in they aren’t focus on figuring out what group elements are working in your favor and which may hinder your efforts. Remember that the group can influence the decision of the individual when introducing an initiative. Dig deeper to figure out where change efforts will yield the greatest ROI.

6. Are employees equipped with the correct technical skills to be able to adopt eLearning?

If your audience is not technologically literate – get an action plan in place for building that skill. Also, keep your eyes open for any new skills employees may need to acquire, such as being able to participate in a virtual meeting etc.

7. Do you have the required facilities in place?

Do you have the physical facilities in top condition? This could involve setting up computer labs, arranging for new systems, etc. Where is the greatest need? For which e-Learning efforts are you most likely to reap business rewards? Create a matrix plotting needs against outcomes to determine where to focus your efforts.

8. Do you have a support plan in place?

You need to plan for support from the vendor, availability of a helpdesk or tutors and training plans. You could even outsource this function to companies that specialize in eLearning consulting and implementation.

9. Do you have a plan for your content?

Given the theme of the content and the instructional outcomes, you need to have a plan in place for what type of content to fit into what kind of eLearning delivery format. Success will be more likely if you select the content that will most directly impact the business objectives and then determine what format it should be in.

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Recent Comments

  • 5/09/2011 at 8:38 am

    From all the listed question above, I am concerned with one, that makes me think all the time when am going to develop some lesson:

    Are the audiences interested in learning it?

    So is it possible to be involved in so many hours in a project to discover late that it does not interest the sudience.

  • http://M.%20Shalini

    5/10/2011 at 2:47 am

    Edmilson, the issue that you have raised is a critical one. And should be addressed right at the beginning because the entire success of your learning initiative rests on that factor of employee buy-in. To motivate an audience to take up any training (whether ILT or eLearning), it has to have a Real World Connect for them. Once they see that it is relevant and useful to their own job performance (and subsequent career development), their resistance is broken down. A well-conducted audience analysis can go a long way in helping us spot potential resistance to learning (whether to the subject of the learning program or the medium of deployment). This information should then be used carefully when planning the learning initiative.

    Sometimes, employees may be quite sold on the subject/overall focus of the learning initiative, but the medium itself may create some resistance – for instance, this happens quite often in first-time implementation of eLearning. In which case, you need to have a carefully thought-out plan on promoting that eLearning initiative to make employees willing and ready for the learning. For a detailed action plan on motivating employees to take up eLearning programs for their learning needs, you might want to check out this free, live webinar at: http://www.commlabindia.com/elearning-resources/sell-elearning-in-organization-webinar.php.

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