Elearning! Magazine: Building Smarter Companies via Learning & Workplace Technologies.
Issue link: https://gelmezine.epubxp.com/i/48384
e-learninggoeseverywhere Table 4: Training Content Priorities Rank of Importance Enterprise 2010 Compliance Customer service Management/ industry training supervisor training Product training Professional/ Leadership development Sales & marketing training Interpersonal skills Desktop/IT training Train-the-trainer Job skills Mission training 1 2 3 4 5 6 7 8 9 10 n/a n/a Enterprise 2010 Employee feedback Testing & assessments Participation rates Completion rates Employee performance Manager feedback Kirkpatrick level of evaluation Return on investment Not tracked 75% 73% 48% 50% 55% 57% 37% 21% 5% These trends are an indication that development of front line personnel and managers are top priorities in 2010/2011. For corporations, employees that touch customers or impact revenue are top train- ing priorities. Though professional/industry training ranks No. 3 in the government survey, a whopping 62% of all such training pro- grams are delivered via e-learning, blended or virtual instruction. And 57% of all compliance training in the government sector is delivered via the same means. MEASURING IMPACT Learning measurement is a key component in today's learning organizations. All 100% of respondents are measuring impact. Employee feedback (75%) and testing (73%) are the top methods used to meas- ure learning in the corporate sector. Results are not much different in the gov- ernment sector: testing is at 78% and employee feedback is at 69%. 16 Annual 2010 Enterprise 2009 1 5 3 6 8 5 9 2 7 10 n/a n/a Enterprise 2009 85% 77% 60% 58% 51% 48% n/a 22% 2% Government 2010 2 1 9 n/a 3 10 n/a 5 8 6 4 7 Table 5: Measuring Impact Methods Used to Measure Learning Government 2010 69% 78% 58% 54% 36% 42% 38% 10% 0% Government 2009 88% 81% 50% 48% 65% 48% n/a 15% 0% USES OF TOOLS, SERVICES Respondents use a full range of solutions. Among enterprises, significant growth from 2009 usage rates was reported for social net- works (plus 19 points), off-the-shelf content (plus 17 points), wikis, blogs and forums (plus 15 points) and Web conferencing (plus 13 points). Among government entities, parallel growth was reported for wikis blogs and forums (plus 16 points),Web conferencing (plus 13 points), off-the-shelf content (plus 12 points) and social networks (plus 9 points). Yet other trends note that — at least in the corporate segment — use of virtual worlds, 3- D simulations and games is growing. Though virtual worlds are used by only 6% of that seg- ment, 15% plan to purchase them — a 250% increase. Interest in 3-D simulations shows a 95% increase and interest in serious games shows a 111% increase. In the government segment, products and services with the highest "plan to purchase" Government 2009 1 5 3 n/a 4 7 n/a 9 6 10 2 8 are: mobile learning (37%), knowledge portals (23%) and games (22%). (Note: games and simulations were separated in 2010 survey, and not comparable with 2009 data.) RESPONDENT PROFILES Because of different job titles, duties and industry segments, profiles of enterprise respondents vary greatly from govern- ment respondents. Among corporate/enterprise respondents, management titles accounted for 64% of responses versus 53% in 2009. High-ranking HR, training, performance and development officers accounted for the largest portion of respondents, 31%. Non-management HR/trainer-type positions ranked second at 24%. Overall, 36% of respondents were non- management versus 47% in 2009. In the public sector, management titles accounted for 55% of responses versus 66% in 2009. Executive leadership account- ed for 14% of responses, while HR/training management positions accounted for 24%. Non-management respondents increased by 11 points (from 34% to 45%). TAKEAWAYS FOR 2010 Despite a challenging 2009, organizations have continued to invest in employee, cus- tomer and channel learning and develop- ment. The tighter budgets resulted in higher demand for fast, affordable, yet engaging training options. We saw a significant increase in virtual instructor-led training, as well as a significant increase in social learn- ing and collaboration across all enterprises. We expect, even after the economy rebounds, organizations will continue to leverage enterprise-wide learning solutions to drive performance, build management talent, and create bridges to customers and suppliers. If your organization has not fully embraced the wide range of collaboration and learning technologies, start. What do your think? We would like to hear from you. Post your comments to this article at www.2elearning.com, LinkedIn at Elearning! Magazine Network, Facebook Elearning! Magazine, or tweet to 2elearning. —Readers may download the complete sur- vey results at www.2elearning.com or www.gov.2elearning.com (within the Resource Center). Elearning!