The Benefits of E-Learning Within Social Care
Published Monday, November 16, 2009 - 22:09
Training is what drives our industry forward. It is a key component to making sure an organisation runs as smoothly as possible. No matter how qualified or competent a workforce may be, there will always be a need for ongoing training.
It is a critical factor for all forms of business.
In 2006 it was estimated that while 1.6m people worked in social care, only one in four had any formal training. Within social care, there are countless examples that demonstrate the importance of having a competent training scheme in place; a local authority may introduce a new software system, prompting its staff to undergo ‘refresher’ training or a new intake of staff might require introductory training to understand the systems currently in place. This article looks at how e-learning can be implemented to support already existing programmes.
Traditionally, classroom training has been the only viable option to effectively train your workforce, however due to high staff turnover and budget cuts, scheduling centralised classes has become increasingly difficult. On-site training is subject to high costs (due to travel, lodging and venue hire) and while local authorities have started to embrace technology as a means to increase productivity and communication, many have not yet explored its use in training.
E-learning is the ideal complement to a traditional training plan and while many local authority departments still have the need for personal interaction and mentoring, a large amount of the instruction can be effectively put online. E-learning is ideal for communicating instructional material, simulating local authority processes, or simply preparing the student for classroom training. The courses can be carefully developed to improve knowledge retention, letting users revisit course content to refresh their knowledge, therefore staying abreast with ever-changing government guidelines and legislation.
Key benefits include:
Cost Savings: If executed correctly, online training can deliver huge gains in cost effectiveness. According to Brandon Hall a leading e-learning analyst, delivering a course via e-learning prompts a 50% cost reduction versus instructor led training. It can generally cost at least £300 to put one person through a three day classroom course, while the online equivalent is around £25-a-day.
Faster Rollout: Local authorities often have high staff turnover rates, and as a result, struggle to deliver training to new staff. E-learning provides a solution to this, as training can be drip fed to the individual as and when they need it, rather than having to wait for the next scheduled classroom course.
Increased Pace of Learning: Unlike pure classroom learning, e-learning allows users to select relevant modules that match their role and knowledge levels. This subsequently reduces learning time and maintains interest levels, allowing e-learning courses to progress 50% faster than traditional methods (Training and Development, 2002). E-learning also brings a level of consistency to the course, allowing for a single level of teaching to be applied to every member of staff, no matter the number.
Evidence-based Learning: Electronic training makes it easy for local authorities to prove that their workforce has undergone the training required of them. Managers can monitor training levels and view who has taken a course and whether they have been awarded a certificate, thereby providing the local authority with evidence that their social care professionals have reached a certain standard. Students’ training activities are accurately tracked in real-time and are certified through quizzes and questions.
High Knowledge Retention:
A 2006 US Congressional study showed that when compared to classroom teaching, e-learning courses demonstrated an increase of 250% in knowledge retention.
Without use and practice people forget 25% of what they learn in six hours, and 33% in 24 hours (Training and Development, 2001). Users of e-learning courses can revisit course content online whenever they need to refresh their knowledge in a particular area.
When consulting with a local authority, it is always good to recommend a mixture of group based classroom tuition and independent online training. Blended learning, under the right conditions, can maximise an organisation’s flexibility.
Classroom training is still one of the most effective training methods available. It involves face-to-face interaction and the open exchange of ideas, however time can be wasted because people attend courses with varied skills, knowledge and experiences. Blended learning can help tackle this problem – prior to the on-site session, learners can complete an online course to introduce them to the session’s material.
Traditional training protocols that take up valuable time (like introductory lectures) can be minimised in favour of activities that demonstrate a practical application of knowledge. Any concepts learned can then be reinforced through self-study.
For any organisation, investment in training portrays a very positive message to potential, new and existing employees. Online training demonstrates forward thinking and a commitment to innovation. A survey by the National Association of Colleges and Employers showed that the opportunity for training was one of the top three things that people considered when deciding where to work (the first being remuneration and the second career progression). People are starting to expect technology to play a key part in their learning. With greater flexibility and improved access to learning, people can control their own learning. The quality of learning will be increased and staff will be more confident in their abilities.
