The organisational factors that prevent employees from converting e-Learning into business achievement can be boiled down to five key principles. We call these principles the 5As, and together they make up the 5As Framework.

Speech to the Wellington Chamber of Commerce
9 March 2010
 
Good morning – it’s a real pleasure to be here.
This is my first speech as Minister of Tertiary Education – I’m going to give you an overview of where we’re coming from, and focus in on one or two areas of particular interest right now.
First I’ll take [...]

The report provides a framework of the diverse e-Learner profiles found throughout the tertiary sector, taking into account: Demographics. Learning orientations (learning styles). Readiness for e-Learning, and Experience of and attitudes to e-Learning.

This report was commissioned by the Ministry and undertaken by Massey University in collaboration with the Nelson Marlborough Institute of Technology, The Open Polytechnic of New Zealand and Otago Polytechnic.

Now, more than ever, industry has an opportunity to develop the people they already have in a way that is cost effective, and highly customised. E-learning provides an ideal means of addressing specific skill shortages. Employers who are serious about taking charge of their own future, and proactively addressing the barriers which are preventing profitability and growth without waiting for others to act, should be grabbing e-learning with both hands.

Executives today know that business depends on well-skilled and knowledgeable employees who make the right decisions, work effectively and efficiently, and keep their skills up-to-date. Especially in today’s economy, executives want to make successful financial investments when deciding what methods to use to keep staff well trained. Therefore, they demand to know the data and case studies that support new learning approaches like eLearning. This document addresses five key questions that senior executives ask about eLearning benefits and challenges.

In this very succinct download, key lessons from Nestles experience upskilling its global workforce using elearning are described. The importance of learning as an integral part of organisation culture is identified, and the link between elearning and culture is also hinted at when this brief case study mentions internal branding for example.

In customised elearning programmes, good instructional design will consider and reflect the culture of the organisation. It should tell the myths, speak to the ideology and advocate key values of the organisation. It should be integrated into design from the very early stages.

Elearning provides a cost effective solution to some key issues affecting many not-for-profit organisations. One example is how to successfully manage volunteers. Many community based organisations rely heavily on volunteers at some level. This might be people on the ground delivering service, or at governance level providing oversight as committee members or trustees.

Challenges can arise from the fact that volunteers typically come from diverse backgrounds and present with a range of skills and experience. In these circumstance elearning can assist.

What do students earn after their tertiary education? Does workplace-based industry training improve earnings? Two reports have been released today from the employment outcomes of tertiary education project. These reports form part of the initial outputs from the project, managed by the Ministry of Education, the Department of Labour and Statistics New Zealand.