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EDU 636 IP 4 - Essay Example

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Distance Learning Techniques in Organizations Case Study: Training Manager of a Fortune 500 Company Introduction 1.1. Case brief As a training manager of a fortune 500 company that has had to cut on the training budget, I face the challenge of transforming the way training is imparted today – from traditional classroom based training to one where training can be imparted from “distance”…
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EDU 636 IP 4
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EDU 636 IP 4

According to a report issued in November 2010 by the Sloan Consortium, a nonprofit group that promotes online education, students enrolled in one or more online courses now account for 29 percent of the 19.34 million full- and part-time students enrolled in degree-granting universities in the United States. Some more numbers below put into perspective the growing trend in distance learning (Sloan consortium): a) 29% (5.6 million) higher education students in US took at least one online course in fall 2009 compared to 10% (1.6 million) in fall 2002 b) 12.2 million enrollments were made in online or distance education courses in the 2006-07 school year compared to 753,640 in 1994-95 school-year c) 66% two- and four-year institutions offered online courses in US in 2006 compared to 33% in 1995 d) The growth rate of online education was 21% compared to 2% in the overall higher education student population Among companies also, there are similar trends emerging which show that organizations are increasingly shifting their thinking towards distance training. According to Dr. Amy Finn (Chief Learning Officer at Centra Software), “smart organizations know that e-learning is a strategic solution that must be deployed throughout their organisation. It is no longer a question of “if,” but “when.” e-learning is becoming and will continue to be a part of organizational infrastructure, similar to mail packages and other suites of products used to increase organizational productivity.” 1.3. Approach to the case The approach to the case would be to in 5 parts: I. Define and detail what it would mean to impart training from “distance”: from instructors’ perspective and from trainees’ perspective. II. Identifying the various media and techniques possible for training from “distance”. III. Identifying the pros and cons for each of these techniques. IV. Identify and define the training environments, and which techniques are best suited for which environment. V. Defining a set of metrics to help select the best possible techniques for distance learning. 2. What “Training from Distance” means for the company The method of training is being changed from the traditional classroom training in order to reduce travel and per diem cost. In order to be focused and relevant, we need to first define what we are trying to achieve. Therefore, we could define the scope of “training from distance” as: a) The instructor and the trainees are separated by distance (different locations across the globe). b) The communication must still remain interactive. The trainees should be able to get detailed information and/or clarification on the subjects they want. c) The trainees should be able to still receive support and feedback from the instructors. Although, this feedback may not necessarily be immediate. d) The instructors should be as clearly comprehensible as during a traditional training session. e) Trainees should have access to all visual aids/presentations that the trainee would otherwise have used during a traditional classroom training session 3. Media and Techniques possible The media that could possibly be used are Print, Audio, Video, and Computers. Within each media, several techniques could be used as shown in the table below: Print Audio Video Computers Training guides ... Read More
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