Also, in 2010 there are enough companies that are considering investing in e-learning for the first time.

The e-learning consultant Ursula Hesselmann gives you ten tips for optimal implementation. Your main advice:

It’s first about the „WHY?“, Then about the „WHAT?“.

First, the BENEFIT of e-learning for the company and the workforce should be clearly defined and understandable for everyone. Only much later does it make sense to think about means and methods. From Hesselmann’s point of view, the most important aspects of an e-learning introduction are:

Tip 1: Introduce a new learning method

Since the word „e-learning“, unfortunately, still has a very negative connotation today, the sentence – „the introduction of e-learning“, even if it appears again and again, is very unfortunate. Because you are not introducing e-learning, just another learning method.

Tip 2: E-learning is just one of many methods!

E-learning is hyped up as something special. But it is not. It is just one method of many other training and qualification methods available to all of you. And believe me, you too have an incredible potential for methods in your house.

Tip 3: Every beginning is difficult and time-consuming!

Always remember, when you start doing this, you start with something new. It’s like a change project. There are changes, perhaps ones you’ll love but also unloved ones. This is new to the people in your company – so take it that way. It takes time and effort, and this should not be underestimated. But the better you plan the overall project, the better and easier it is to introduce the topic – and you won’t be overtaken by unloved things at some point.

Tip 4: Don’t throw the strategy bomb!

We are talking about a change project, i.e. clear considerations about strategy, goal and outcome must be defined beforehand. The most important thing, however, is that there is a clear, realistic project that has been planned in good steps and that is linked to good and timely communication. The sooner you involve your employees, the quicker they will feel integrated and take part (as a matter of course).

Tip 5: It’s about the WHY, then the WHAT!

In any case, think about the WHY, the values and the philosophy that you want to implement with it. So that the BENEFIT is clearly defined and understandable for everyone. And remember, the benefits from the management’s point of view cannot be equated with the benefits that a personnel developer or employee associates with it. There are different points of view that need to be considered. Only then does the WHAT come, i.e., what goals, what policy are you pursuing with it. Only when all of this is in place do you think about the means and methods.

Tip 6: Above all, think about the conflicting interests!

If the benefits mentioned above are not defined highly enough, then acceptance is just as low. However, acceptance is also largely driven by the issue of effort and costs. The lower the effort, the higher the acceptance. If you now lay these two curves on top of each other, they will meet in the middle. It follows that you can never achieve 100 percent fulfillment of all subjects. So, define exactly where you want to go.

Tip 7: Think carefully about the outcome!

What do you want to achieve? Should the work ability be increased, the efficiency and the effectiveness, or is it only about maintaining the work performance? Do you want to expand tasks, competencies, and responsibilities or do you want to secure transfers? You can only properly evaluate and assess the project afterwards if the outcome is clearly defined.

Tip 8: The right target group!

Deal intensively with your target group. Is it uniform, are there different types in terms of learning style, work environment, willingness to learn, technical competence, personal competence, …? What kind of people are they, what kind of characters, what could be their goals and benefits of learning something new and translating it into daily work?

Tip 9: The right, self-controlling, didactic learning concept!

Create a balance between teaching, learning, „educating“ and self- or self-control. Create a balance between group work, individual work, teamwork, and open chaos. The concept must be suitable for the content and target group, with the right method, handy and practical, allow self-control and make combinations possible.

Tip 10: Prove your success and celebrate!

If the outcome is correctly defined, it can also be assessed accordingly. Check whether you have achieved your targets. If not, optimize the process. If so, celebrate the success with everyone involved and beyond. This boosts motivation, makes the people who have contributed proud and makes people who have nothing to do with it curious.

Anyone who wants to know more about implementation (for example, how to deal with representatives from the works council or staff council) or who wants to get to know the benchmarks for authoring tools and LMS, can attend the Professional Learning Europe (PLE), European specialist congress for E -Learning, knowledge management and personnel development, on October 12th from 9.30 a.m. E-learning expert Ursula Hesselmann will give a lecture in the workshop „E-learning for beginners – getting started“ under the title „The successful introduction of e-learning and what armadillos, camels and migratory birds have to do with it„.