Last time we discussed why a Learning and Performance Strategy was important to the life and ongoing success of an enterprise. In this article we will look at how e-Learning fits into the strategic framework.
The e-Learning strategy lives through the learning strategy, which in turn, is deeply embedded in the organizational strategy. This is true for all departments within the organization. In addition, the learning strategy must link clearly to the mission and vision of the organization. The values driven by learning and performance must be reflected across the organization in the ways people, customers, clients, vendors, and the job environment are perceived.
Ultimately, the process of developing a well-thought-out and successful learning strategy will include a focused e-Learning strategy that will provide details around the following:
Defining the initiative and vision around the strategy.
Defining the needs and expectations of executive leadership.
Defining the needs and wants of the users at the organizational, departmental, business group, and individual levels.
Defining the technology to support the system.
The strategy will also include a process to ensure alignment of each offering to the overall organizational goals and objectives. We highly recommend that the learning strategy address:
Aligning learning strategy goals with organizational and departmental goals.
Ensuring the support of executive leadership and acceptance of the strategy by contributors and users.
Determining baseline technology requirements and capacity to support the learning and e-Learning strategy.
Partnering with the internal training professionals in creating a plan for roll-out and implementation.
Devising a methodology to evaluate and measure results.
In the next article we will discuss the human resource aspect of a learning strategy — people are truly the driving force behind any kind of learning endeavor.
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