The E-Learning Obsession: Are We Sacrificing Human Connection in Training?

As a learning and training development professional who has worked with various organisations of different industry, I strongly believe that relying predominantly on e-learning for all training matters is not advisable, especially in the context of organisational L&D where in-house training teams are involved.

Let me clarify that I am not against e-learning; in fact, I am a strong advocate for using technology in learning. However, I believe in taking a blended approach that combines the benefits of both e-learning and instructor-led training (ILT) within the realm of organisational L&D.

While some may argue in favour of e-learning due to its scalability and manpower optimisation, I want to emphasise the significant impact training programs have on employee engagement. If we were to allocate a majority of training as e-learning courses, we would inadvertently limit opportunities for employees to engage socially. These social interactions play a crucial role in fostering collaboration, building the desired organisational culture, and breaking down silo mentalities.

In particular, when the training function is handled by in-house L&D or training teams, ILT becomes even more critical. It serves as a bridge between the corporate and front-line levels, enabling employees to understand the bigger picture and establish a stronger connection to the organisation.

However, I also believe it is crucial for learning designers in the organisational L&D context to reevaluate the design and development of ILT to ensure its effectiveness and value. ILT sessions should be interactive, engaging, and offer unique benefits that cannot be easily replicated through e-learning alone.

My perspective on this matter has been shaped by recent experiences I have had, witnessed, and heard about within the domain of organisational L&D.

While I understand that many L&D leaders may disagree with my views, I believe it is essential to engage in open dialogue and consider different perspectives to continuously improve our approaches to learning and development within an organisational context.

Reflecting on my journey as a learning and development professional, I recall the time when e-learning was just beginning to gain traction. I belong to the generation that witnessed the rise of online learning and eagerly embraced this new educational paradigm. In the early 2010s, I had the privilege of introducing mobile learning (m-learning) to the Singapore market, specifically within the organizational L&D sphere.

As a millennial who grew up alongside technology, I firmly believe that online learning or e-learning should not be seen as a one-size-fits-all solution for any learning-related program or problem within organisational L&D. Instead, I advocate for a blended learning approach that combines the best of both worlds.

Rather than using e-learning as a solution for everything or solely focusing on appearing forward-thinking, we should recognise that organisational L&D, especially with in-house training teams, should be the heart of employee engagement and interaction.

By adopting a blended approach that incorporates the strengths of both e-learning and ILT within the organisational L&D context, we can create meaningful learning experiences that extend beyond mere content delivery in the online realm.

What are your thoughts?