E-learning can play a major part in successful corporate globalisation, believes Dr Mark Dorgan, but only if it's linked to business strategy
E-Learning is used by a number of companies as an enabler to effective globalisation. It is consistently seen as part of the collaborative ecosystem that delivers speed and cost-efficiency in internal and external interactions - a facilitator of consistent business performance. It is a business process facilitator, communications tool and a learning platform.
Instead of defining e-learning as 'online training', these companies see it more as 'online access' to skills and information that support and enhance business performance and development. This includes ongoing access to knowledge repositories, prompt routines, training media, courses and live webcasts, as part of daily work. These cross the company's boundaries to include suppliers, partners and customers in the learning and work processes. For best results, e-learning is jointly designed and managed by line managers, HR and IT professionals based on identified user group needs.
Cisco is trying to streamline operations through e-learning, for example, particularly in field sales and partner training for the hundreds of new products introduced annually. In the past, each product team conducted new product roadshows in multiple locations at high cost. By deploying e-learning technology, it delivers live training e-broadcasts to sales and partner staff at low cost, while achieving global consistency and enhanced sales performance.
Italian tyre maker Pirelli derives 90 per cent of its revenues from outside Italy, so the consistent and co-ordinated dissemination of values, ways of working and product information is key to its success. It has deployed a global e-learning facility, as part of an integrated e-business strategy, to achieve the fastest introduction of new products and projects to its own and partner staff, supported by an online query facility.
Successful applications of e-learning work best when they focus on content and process knowledge or where they facilitate ongoing transfer of skills through collaboration. What they don't do as well is develop interpersonal and leadership skills of the management group. This is best achieved in combination with face-to-face interaction.
Where it has been designed and deployed as an integral part of the core business strategy and proces