“Within a group, you’ll have those who easily hook on to the theory, some will want to be reflective and take time to consider what they have been taught, while some people just want to roll their sleeves up and have a go,” he told HR magazine.
“Some people like quizzes, some like case studies. There is a whole range of things and manufacturers need to be aware of that. You’re going to have to have some sections that are just reading, but if you have some engaging exercises too that does help.”
Crabtree advised HR professionals to opt for a supplier willing to customise products to organisations’ needs. “The ones that will make a difference are the ones who say ‘we can customise it to your needs, we understand your organisation and what you want from this training, and we understand how your learners like to learn’. They should work alongside the organisations.”
He warned that e-learning doesn’t suit all workforces, so HR needs to consider the cultural fit. “The other thing that organisations have to bear in mind is how e-learning fits within their culture. That’s a tricky one for many organisations; how can you embed e-learning? You have to find out if your culture can support it.”
Durham University uses several bespoke e-learning packages supplied by Marshall ACM.
