A new study from the Chartered Institute of Personnel and Development warns that six design and implementation elements are required before e-learning will work for an organization. These include:

	monitoring and measurement
	strategic intent
	blended learning
	learning support
	content
	introducing the system to the workforce.

Authors of the study, Jessica Rolph and Martyn Sloman, say that to date, e-learning has shown more potential than performance, with the organizations that achieve the most efficiencies being those requiring standardized information, a widespread workforce, or a product knowledge or systems change. The implementation of e-learning should be treated as a change management and should be driven by training rather than technology. The authors advise taking into account how many employees make use of computers regularly, using generic material for IT applications and end-users, and letting learners work at their own paces; they also say that smaller organizations can partner with others in online learning programs to get the maximum economies of scale and other benefits.

There is considerable interest in the generation of customized material - either in-house through the use of an authoring system or by commissioning it from a specialist software supplier. Ease of updating content and monitoring of usage are critical factors.

Other items to consider when considering eLearning

	Customized material is often created to meet essential business needs (compulsory training). Other popular topics are performance appraisal, standard procedures, and induction.
	Learners should be given the opportunity to carry out e-learning in chunks of time that suit them. Some people may like to work in a concentrated manner and complete a whole program in one sitting, while others may wish to complete the program over several sessions.
	Online learning is more easily accepted in a culture of trust and empowerment, rather than in a culture where managers react against the idea of people being allowed to organize their own time and work schedules.
	In soft skill areas, online learning is best used for conceptual, introductory offerings rather than skill building, but must be supported by a skill-building initiative as well.
	Smaller organizations should enter into partnership over the running of online learning program so as to achieve maximum economies of scale and other benefits.
	Learning resource centers are seen as a useful facility, especially where a significant number of employees do not regularly use a personal computer at work.
	If a learning resource center is intended to serve a population, which includes those who are not regular users of personal computers, on-site facilitation is essential.

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