E-learning Experience Essay
Introduction
A great transformation has occurred in my acknowledgment of performance and value of e-learning by integrating my e-learning experience with current research of implementation of e-learning in organisations.
This piece of writing demonstrates my improved ability of defining e-learning, and also highlights how my experience gives rise to an enhanced concept on organisational implementation of e-learning.
This essay includes the extension of my former knowledge of e-learning during participation, and interpreting e-learning by comparison my own experience with its application in organisational contexts.
Developed perception of e-learning
I have posted my early definition of e-learning, please check out my post “define e-learning”. However, after participation with web blog learning and short online training course, this definition seems too superficial. I recognise e-learning as knowledge and information management process, also it’s a great chance being creative in self-direct study.
My new perception on e-learning can be well interpreted by the key concepts of complex learning that stated by Wim, Jeroen and Rob (2004, p.3) “…are the coordination of constituent skills; the integration of skills, knowledge and attitudes into professional competencies; and the differentiation of various types of competencies.”
Ruth and Richard (2003, p. 21) point out that practice with automated tailored feedback, integration of collaboration with self-study, and use of simulation to accelerate expertise are three potentially valuable instructional methods make e-learning unique.
E-learning has differentiated from traditional learning, which is a more interactive process that its study material and progress offers rich opportunity of self-assessing, self-regulating, creativity, exploration and participation. E-learning is designed with an integration of human cognitive learning strategies which are revealed by the application of various teaching method, for satisfaction of learners’ different learning styles. Learning styles such as visual, audio, learning by doing, the corresponding e-teaching methods are use of image (pictures, video), use of sound (pronunciation, music), discussion forum and online games, and providing simulations, or scenario learning. E-learning activities break the traditional learning blocks generate innovation and creativity, therefore the wide implementation of e-learning is responding to immediate change in living society and workplace, which require more innovation, or creativity.
E-learning is a flexible learning. Flexibility is outstanding benefit of e-learning that with regard to time and place, and learner’s need, whereas the limitation of e-learning can not be overlooked. Please go to my post “debate” for detail information of advantage and disadvantage of e-learning.
E-learning and organisations
Learning organisations have integrated e-learning idea with training as soon as they realise the extensive application of technology. Therefore terms such as online training, web-based training, technological-learning become well known. Successful implementation of e-learning in training gives great opportunity to produce effective and cost-saved training programs, which will give organisation a competitive advantage.
In the aspect of e-learning, learners must take care of information quality, make sure information is creditable and try to overcome information overload. I have a personal collection of reliable sites. Please view my post “useful URL collection” for details. After my experience of short online training course of customer service communication, I found that use e-learning in training program is not as simple as e-training. However, as I mention at the beginning in this essay, it is the integration of skills, knowledge and attitude. The effectiveness of integrate e-learning with training mainly depends on learners themselves. Therefore learners’ readiness and learning styles are two vital elements for successful training program design. The statement “But the perfect use of technology to deliver bad or unnecessary training, or training that’s offered to the wrong people at the wrong time, is worthless for the most part.” (Marc 2006, p. 11) has backed up my point.
I have done an extensive research on topic “learners’ readiness”; please check my posts under category “e-learning in practice” for an insightful understanding. The piece of writing “Organisational case study” also examines the relationship between training outcome and levels of e-learners’ readiness.
I has experienced online training course on customer service communication, for me to choose this particular course is because I work in the field of customer services, which needs effective customer communication skill in order to enhance my job performance. My experience on short course training is an emotional experience, check out my constant reflection during training, under category “Practicing Elearning”.
The use of web blog is my other experience of e-learning. I actually created my own reflection space, expressed my true sides without consideration of people’s comment. Go to “Short Course Evaluation” and check out my finding in this training course, of course you can make any alternative comments. Web blog learning encourages innovation, exchange of ideas, sharing knowledge and emotion, which is more interactive learning process than my training program. Therefore the integration of web blog, or discussion forum with online teaching will be giving an effective training.
In conclusion, my ability of research, managing information, and discover differences from common has improved through learning experience by researching to acquire understanding, participation (short course training), extracting and sharing process (web blog). However, my computer skill is a great obstacle in my learning, (refer to “Dilemmas and changes of Topic”) that requires further development.
Reference
- Jochems W., Merrienboer J. M. and Koper R. 2004, “INTEGRATED ELEARNING: Implication for Pedagogy, Technology and Organization”, Routledge Falmer, USA and Canada.
- Clark R. C. and Mayer R. E. 2003, “e-Learning and the science of instruction”, Jossey-bass/Pfeiffer, USA.
- Rosenberg M. J., 2006, “Beyond E-Learning: Approaches and Technologies to Enhance Organizational Knowledge, Learning and Performance”, Pfeiffer, USA.
