Using E-Learning

Rating:
Summary: Review Using E Learning
Review: Horton's laterst book could also be called "The Economics of E Learning" as he looks at the ROI of E-Learning from every angle. He provides practical examples of what you would want to calculate and then demonstrates the formulas for performing the calculations in a simplified way.

Anyone who up to now thought that capturing ROI data was difficult, impossible, or just too much trouble, should read this book. Trust me, you'll refer to it many times after you read it.

We, in training and human performance improvement, are increasingly asked to justify the impact on the bottom line that our solutions have. We should be doing it proactively. Those who don't think it's important or just want to dodge the issue will eventually find themselves "on the street" -- I've seen it happen many times. If they had only been feeding upper management information about the true $$$$ value they provided, they would probably still have their jobs. Training is unfortunately seen as an overhead expense that is expendable during times of economic downturn. It's our fault that we are perceived that way.

Get a copy of Horton's book and begin to capture the data and send it upline to management. Keep them informed of the true value you have -- that true value being what your group adds by way of profit to the company. Don't wait until you are asked for it -- that's too late. The handwriting is on the wall that they are thinking about outsourcing or disbanding your organization.

"The job you save may be your own and the jobs of your peers or subordinates."

Bill's other books, "Evaluating E Learning" and "Leading E-Learning" are great companion books. Used together they will position your function as a vital part of your organization.

Rating:
Summary: Review Using E Learning
Review: Horton's laterst book could also be called "The Economics of E Learning" as he looks at the ROI of E-Learning from every angle. He provides practical examples of what you would want to calculate and then demonstrates the formulas for performing the calculations in a simplified way.

Anyone who up to now thought that capturing ROI data was difficult, impossible, or just too much trouble, should read this book. Trust me, you'll refer to it many times after you read it.

We, in training and human performance improvement, are increasingly asked to justify the impact on the bottom line that our solutions have. We should be doing it proactively. Those who don't think it's important or just want to dodge the issue will eventually find themselves "on the street" -- I've seen it happen many times. If they had only been feeding upper management information about the true $$$$ value they provided, they would probably still have their jobs. Training is unfortunately seen as an overhead expense that is expendable during times of economic downturn. It's our fault that we are perceived that way.

Get a copy of Horton's book and begin to capture the data and send it upline to management. Keep them informed of the true value you have -- that true value being what your group adds by way of profit to the company. Don't wait until you are asked for it -- that's too late. The handwriting is on the wall that they are thinking about outsourcing or disbanding your organization.

"The job you save may be your own and the jobs of your peers or subordinates."

Bill's other books, "Evaluating E Learning" and "Leading E-Learning" are great companion books. Used together they will position your function as a vital part of your organization.