The process for developing an e-Learning strategy is exactly the same as the process for developing a learning strategy. However, a focus on dissemination of content via technology usually emerges. Whereas the process for developing an e-Learning strategy can be comprehensive, it is far easier to digest if broken into component parts. The areas of focus listed below are not necessarily in order,and you can complete them as the opportunity comes available. However, it is important that you indeed explore each area, and a series of measures from each area will allow you to stay focused as you implement...

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Development of the learning strategy will enable the organization to determine the needs across the enterprise for capture and creation, intelligent storage and dissemination of information, and the role of technology. Many organizations simply cannot justify the need to put content online as it will serve little or no value in getting the work done. For the same reason, putting content online that has little or no value is also a significant waste of time and effort. You must demonstrate a justifiable need that links the initiative to performance improvement. The inability to demonstrate this...

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In developing a learning strategy, a critical aspect is how engaged the people are, and how they will play a role as the strategy builders and as the recipients of the strategy successes. People simply are the driving force behind every part of the strategy. Basically, as learning and performance professionals we state that the development of programs, courses, lessons, and knowledge objects is for the overt use of an individual who has a specific need to learn, refresh, or teach while engaged in a performance-measured task or function. This individual is our end user. A focus on the principles...

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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,...

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Organizations are in a battle to meet ever-changing market needs, client and customer demands, and internal and external pressures. This requires a clear, concise, and documented strategy for improvement of employee performance. Managing and improving the performance of employees and supporting staff is a journey rather than a destination and, as such, requires careful thought, allocation of resources, and executive support. Performance improvement should be a part of the organizational goals. The learning strategy document should describe the system for learning and performance across the organization...

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