CASE STUDY: E-learning fails in a large corporation.
Regards to the above case study advise these two universities who are involved with this E-learning
program on the key issues they must consider when doing an evaluation to determine whether their
training was effective or not. (20)
When evaluating the effectiveness of an e-learning program, there are several key issues that these two universities must consider. Here are some important factors to take into account:
1. Define clear learning objectives: The universities should establish specific learning objectives for the e-learning program. These objectives should be measurable and aligned with the desired outcomes of the training. Without clear objectives, it becomes challenging to evaluate the effectiveness of the program.
2. Assess engagement and satisfaction: The universities should measure the level of engagement and satisfaction among the participants. This can be done through surveys, interviews, or feedback forms. Understanding how engaged and satisfied the learners were with the program will provide insights into the effectiveness of the training.
3. Evaluate knowledge retention and application: Assessing the participants' knowledge retention and their ability to apply that knowledge in real-world situations is crucial. This can be done through assessments, quizzes, or practical assignments. The universities must ensure that the e-learning program has effectively transferred the required knowledge and skills.
4. Measure behavioral changes: Determine whether the e-learning program has led to any behavioral changes among the participants. This can be assessed through observations or self-reports. For example, if the training was focused on improving communication skills, the universities should evaluate whether the participants have demonstrated improved communication behaviors in their professional environment.
5. Analyze performance outcomes: The ultimate measure of the e-learning program's effectiveness is the impact it has on performance outcomes. The universities should assess whether the program has positively influenced productivity, efficiency, or other relevant metrics in the workplace. Tracking performance before and after the training will provide valuable insights.
6. Consider feedback from managers/supervisors: Collect feedback from managers or supervisors of the participants to understand their perception of the training's effectiveness. These individuals can provide valuable insights into whether the program has had a noticeable impact on their team members' performance.
7. Compare costs and benefits: Evaluate the costs associated with implementing the e-learning program and compare them against the benefits achieved. Did the program provide a positive return on investment? This will help determine if the training was successful from a financial perspective.
8. Use a control group: Consider having a control group that does not receive the e-learning program. By comparing the outcomes of the participants who underwent training with those who did not, the universities can better assess the program's effectiveness.
9. Monitor completion rates and time spent: Analyze the completion rates of the e-learning program and the time participants spent on different modules. This information can indicate the participants' engagement level and their commitment to the program.
10. Seek ongoing feedback: Implement a continuous feedback mechanism to gather input from participants throughout the duration of the e-learning program. This will enable the universities to make adjustments and improvements to the program, ultimately enhancing its effectiveness.
By considering these key issues during the evaluation process, the universities can gather comprehensive data and insights about the effectiveness of their e-learning program. This information will help them make informed decisions about the program's future and ensure that their training efforts are fruitful.