8/6/2019 The New Enterprise Learning Footprint - Chief Learning Officer, Solutions for Enterprise Productivity

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The New Enterprise Learning Footprint

Nick Van Dam - 7/1/03

The Enterprise Learning Footprint consis ts of a portfolio of learning solutions that can be us ed individually or in a "blend"

to transfer knowledge and build the skills of knowledge workers. New learning solutions include:

Online Collaboration: Leveraging the shared capabilities of resources through learning communities

supported by a number of tools, such as e-mail, threaded discussions, application and document sharing,

Web meetings and file transfers.

Online Coaching: One-on-one relationship between a learner and a mentor who provides guidance, advice

and knowledge as requested by the learner, using e-mail, Web meetings and other Internet technologies.

Online Performance Support: Enabling employees to improve performance on the job using embedded

systems, search engines, wizards and online job aids.

Online Referenceware: Access to Internet-based information and knowledge repositories that are made

available in different formats, such as books, self-study guides, PowerPoint presentations, PDF/Word

documents, etc.

Online Tests: Internet-based knowledge, skills and attitudes assessments that provide developmental

feedback and/or progression toward certification.

In addition to these solutions, more sophisticated self-paced e-learning has emerged, like game-based learning and

simulations.

Some of these learning solutions are still in the early stages of adoption in organizations. However, integrating a number

of these s olutions into your delivery portfolio can be extremely powerful, as they support a more jus t-in-time and

individual learning experience.

One of the challenges is to motivate people to take e-learning and then to complete the learning experience. The nature

of e-learning provides people with the option not to finish the course or program, as compared to classroom training

where there is dedicated time to complete the experience.

Therefore, I strongly believe that the next trend is to design learning programs which include onl ine learning

managem ent. Online learning managem ent is at the heart of all the learning solutions and refers to the online guidance,

facilitation and management of the learner's experiences. It creates the overall learning experience and supports the

learning process , including registration, tracking, ass ignments, assess ments, coaching, mentoring and reporting. In

this concept, a virtual facilitator or mentor interacts with the learner and ensures the learner's progress.

Early innovators of this concept are accreditation programs developed by online universities. Based on these

experiences, corporate learning functions have adopted this for some of their leadership development programs.

I expect that this successful learning concept will be made part of the design of a new generation of blended learning

programs and will be launched for different audiences in enterprises.

Nick van Dam is chief learning officer of Deloitte Consulting and author of "The e-Learning Fieldb ook," which will be 

published by McGraw-Hill in Septemb er 2003. For more information, e-mai l Nick at nvandam@clomedia.com 

(mailto:nvandam@clomedia.com) .

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