Flexible, easy to access and often less expensive than face-to-face training,e-learning has many advantages. However, this method of distance learning does not only have advantages. Indeed, e-learning is not effective at all levels, nor is it adapted to all training courses.. What are the limits of e-learning and what are the solutions to overcome them? We are providing you with some answers!
An often solitary experience
The first limit ofelearning is due to the lack of exchanges between employees. Indeed, behind their screens, Learners can often feel alone, unaccompanied, with the only reference point: virtual educational resources. They have little opportunity to ask questions in real time, or to interact directly with other participants. As a result, they are not very motivated and can give up at the first hurdle. E-learning specialists are aware of this, coaching by a trainer is essential to keep learners motivated.
Fortunately, in order to make up for this lack of exchanges, there are dynamization solutions to create interactive training platforms. E-learning can now integrate other concepts that invite interaction, namely:
- The Blended Learning : Online courses can be punctuated by face-to-face courses, during which learners can ask questions directly to the trainer. These meetings also allow them to exchange with other participants.
- Webinars or live training : Live training allows learners to attend virtual classes live. This method is effective in creating a sense of commitment, because by being able to interact with other participants, learners feel much more involved.
- Peer review : This system consists in having a learner evaluated by another learner. Increasingly applied in e-learning courses, it is a socio-constructive approach that makes it possible to create links between the various actors.
The implementation of actions of Social learning, such as spaces for exchanges such as forums or discussion groups on social networks, also make it possible to avoid the isolation of learners. Some tools also offer the possibility to chat instantly, and to be accompanied by a trainer if necessary.
Insufficient practice
Most of the time, e-learning offers theoretical training with a variety of educational resources (downloadable documents, videos, sound files, etc.). If the information provided is carefully developed and structured, However, the lack of practice has an impact on the effectiveness of the method.. In fact, The assimilation of courses can only be optimized by putting them into practice. For example, a person can read tons of documents on how to use software, but if they don't really use the software, they will have to remobilize what they have learned and relearn how to use the tool when they practice. This can mean a significant loss of time.
Thus, in order to make e-learning more effective, it is necessary to reinforce the practical side of learning. To do this, it is possible:
- To integrate a The concept of learning by doing to the training program. Thanks to exercises or practical software, learning by doing can be done even at a distance. For example, there are application materials that allow learners to discover the functionalities of software and to test them online.
- To organize virtual or face-to-face workshops. The Blended Learning complements the shortcomings of e-learning by offering grouping sessions. Practical workshops can also be organized remotely via specific videoconferencing tools.
However, it should be noted that if technical training is perfectly adaptable to distance learning, behavioral training is much more complex. In particular in the context of leadership training, putting learners in a situation is essential, hence the need to offer them opportunities for exchanges, whether virtual or face-to-face.
Generic and not very scalable content
Designed to be comprehensive and detailed, e-learning training content is often generic. Most of the time, they are not personalized and can deviate from the real problems of the learners.. Each module content often covers extensive topics, focusing on theoretical explanations. While developing this type of content is more expensive, its effectiveness is not optimal. In fact, participants are not necessarily motivated to read and remember as much non-targeted information as possible.
So, in order to strengthen learner engagement and to boost their motivation, it is advisable to reduce the scope of content and sort it. The intervention of an instructional designer is strongly recommended to determine the most appropriate approach.
It is also important to note that, in order to be effective, online training content must evolve with technology and trends. In this case, the use of updating software is very practical, as these tools allow you to create scalable content without having to start all over again.
Time and organization problems
Well-developed and well-structured e-learning content is only beneficial for learners who have time to assimilate it.. This is not the case for most corporate employees who want to improve their knowledge. Indeed, between ongoing projects and meetings, not to mention the essential daily errands, not everyone has 2 hours to devote regularly to learning on screen.
Fortunately, there is now something called the microlearning, a rapid learning concept that allows you to acquire skills in less than 10 minutes. As a result of this new generation of training, the Mobile learning has become one of the most popular since it allows you to learn in just 3 minutes via a smartphone or tablet. For businesses, it is an excellent alternative to train their employees without time constraints.
The limits of e-learning are not unavoidable. Thanks to new training concepts and optimized training tools, it is perfectly possible to overcome them and thus facilitate the learning of knowledge within your company!
