enterprise e-learning success factors: an analysis of practitioners’ perspective eyal sela (the...
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![Page 1: Enterprise E-Learning Success Factors: An Analysis of Practitioners’ Perspective Eyal Sela (The Open University of Israel) Yesha Y. Sivan (Metaverse Labs](https://reader031.vdocuments.pub/reader031/viewer/2022020721/56649e545503460f94b4a6b0/html5/thumbnails/1.jpg)
Enterprise E-Learning Success Factors:
An Analysis of Practitioners’ Perspective
Eyal Sela (The Open University of Israel) Yesha Y. Sivan (Metaverse Labs Ltd. and & Shenkar College)
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גורמי הצלחה ליישום למידה מתוקשבת בארגונים: ניתוח
עמדות מובילי הפרויקט
אייל סלע האוניברסיטה
הפתוחה
ד"ר ישע סיוןמעבדות מטא-וורס
בע"מ ושנקר בית ספר גבוה
להנדסה ולעיצוב
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1. About e-learning2. Research question3. method4. 5 Must have factors5. 4 Nice to have factors
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Why Corporate E-learning
• Increased efficiency and effectiveness of training
• Fixable• Consist information• Risk free environment• Better retention
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62% failure in e-learning implementation
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research goal was to find
success factors for enterprise-wide e-learning implementation
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method
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results
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Must have
widely agreed upon. They must be part of the implementation
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Usefulness and Ease of use• Improving perceived ease of use• Engaging employees
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• experts
• Learner centered
• over-abilities
• duration
• Relevant
• benefits
Usefulness and Ease of use
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Marketing• Understanding the rationale• Awareness to e-learning tools• Branding
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•Emails, electronic brochures, Teasers, portal, videos conferences
• important events (e.g new product)
Marketing
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Management support• Give mangers tools to assist employees• Get management support• Change organizational culture
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Explain the relation to business goals
Guide managers
Emphasize positive outcomes
Management support
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Organizational culture • Learning culture• Taking responsibility for one's learning• Change studying habits.
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competency as an organizational measure
Disseminate success stories
Prevent alternatives (no other teaching solutions)
Explain - concept, goals, plans
Organizational culture
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Real need• Identifying a real need for the organization
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field agents
constitutive event (e.g. enterprise-wide implementations).
Real need
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Nice to have
should be considered but are more context related
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Time to learn• Allocate learning time
Or
• Help employees choose their own times.
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managers to allocate time
Routine
company policy
Or
managers to allow learning
relevant materials
Time to learn
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Support• Higher confidence• Prevent dropouts
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If necessary:Provide support / only during implantation / No support
(Technical - how to use, guidance – explain the learned material, peers support)
Support
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Mandatory usage• Enforcing e-learning
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"owners”
company policies
Do not develop optional learning contents
Mandatory usage
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Incentives• Extrinsic motivation• Recognition
Or
• intrinsic motivation• Positive experience.
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Certificates, continuing education credits, Personal record.Recognition posting on bulletin boards, contests, quizzes.
Or
Physical attributesvisualization, interactive, colorful, feedback users
learning materials that are unavailable otherwise Communicate the contribution to personal development
Incentives
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Must have
1.Usefulness and Ease of use
2.Marketing 3.Management support4.Organizational culture5.Real need
Nice to have
1.Time to learn2.Support3.Mandatory usage4. Incentives
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conclusions
• Holistic viewpoint
• Use the checklist
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