Justifying e-Learning
e-Learning, can deliver enormous effectiveness gains to an organization. But how do you justify the initial investment and how do you ensure that learning is aligned with the company's business goals?
Almost everyone realizes that eLearning provides convenient 24/7 access to learning, tremendous cost savings, reduced time away from the job, centralized knowledge management and built-in ease of use in terms of student enrollment, course management and tracking.
However, telling managers about the benefits of e-learning is not enough. They need to understand that e-Learning can solve a distinct business problem(s). How can you tackle this?
1. Establish a baseline measure of current performance, and clearly indicate how performance will be tracked and reported. Management is looking for results. You need to show them the results.
2. What is management willing to accept as persuasive evidence that the program produced the agreed upon result? Establish these results guidelines with management prior to starting your e-learning program.
3. Establish a link between a particular skill deficiency and a particular business outcome. The process of tracking learning results starts before any learning takes place.
4. Determine what major skill gaps and learning deficiencies are potentially holding the company back.
5. Estimate the expected dollar value to be gained by eliminating the deficiency.
5. Get agreement on the expected outcomes, how they will be measured, and what constitutes good performance.
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