How Effective is Digital Learning?
How effective is digital learning?
Digital learning has been shown to require less time for learning than traditional classroom learning, because learners can study at their own pace. Learners can also learn anytime, anywhere and easily keep track of their learning progress.
Some companies will use digital learning as complementary to face-to-face training focusing on understanding basic knowledge, especially product or process related knowledge. If it is webinar type of training, it is easier and more cost-effective to arrange.
The research, however, indicates that it is only somewhat effective for digital learning as it is less engaging and interactive than face-to-face training. Learners' attention span may be less. Internet (wi-fi) connectivity may also impact the smooth running of virtual instructor-led training / webinar.
The research literature does indicate that it is important to appropriately align the digital delivery method (or use of technologies) with the learning content to achieve effective learning outcomes. Matching content, tools and learners appears to be critical, as indeed research shows it to be with more traditional methods.
How to enhance overall effectiveness of digital learning?
The success factors more explicitly linked to learning delivered through digital medias can be categorised in respect of three areas:
• the design of online learning programmes: the most important factors identified by research here include: the provision of an easy-to-use digital platform, with searchable content and compatibility across devices; ensuring an element of social interaction in some form in the learning; and providing practical learning experiences
• the level and nature of support provided within online programmes, including: providing regular instructor and peer support; building a community of learners; senior management/leadership support; supporting learning professionals; and careers advice and support
• actions linked to boosting learner engagement, including: promoting the benefits of online learning; enabling and empowering learners; establishing achievable goals; recognising the learning in a way that is valued by learners; and personalising content.
Actions in all three of these areas can enhance the overall effectiveness of digital learning provision.
About the Author Salina is passionate in talent development. She works as a career development coach and leadership training facilitator. Recently, she is passionately driving digital learning transformation. She has over 20 years of solid experience in learning and development, organization development, talent management and leadership development. She is also experienced in building organization culture, leading change management & re-organization projects, talent acquisition, developing competencies framework, performance management and succession planning. Salina holds a Doctor of Philosophy in Business Administration, a Master in Science, Training & Human Resource Management and a Honours Bachelor of Arts Degree. She has also attained Executive Coaching Accreditation (ICF Professional Certified Coach) & Certified Team Coach.