E-Learning for HR Professionals
E-learning for HR professionals is still in its infancy, but it's fast approaching what promises to be a thriving adolescence, suggests a new study conducted by the Human Resource Institute.
Of the 112 HR professionals responding to the survey, conducted in late 2000 and early 2001, three quarters said that some aspect of their firms' training and education of HR professionals is computer-based. However, only about 7% of all surveyed organizations have computerized HR training to a high extent (defined as more than two thirds of training for HR professionals), and 10% have computerized to a moderate extent (defined as about half of such training).
By the year 2005, things may look much different, according to respondents, most employed by large, U.S.-based corporations. In five years, the training of HR professionals will be computer-based to a high extent at 37% of firms, respondents predict. It will be computer-based to a moderate extent at 28% of organizations and to a limited extent (defined as less than a third of such training) at 31% of firms. If these projections are borne out, they represent a large and quick shift in the way HR professionals are trained. While a quarter of today's firms do not use computers to train HR professionals at all, that number is expected to plummet to just 4% by 2005.
The HRI survey also asked about the extent to which specific HR skills are taught via computers. As might be expected, most firms use computers to help teach HR professionals technical skills. Just 37% of firms do not use computers for this purpose. About 39% use computers to a limited extent, 11% to a moderate extent, 10% to a high extent. Two percent said that all their technical skills training for HR personnel is provided via computers.
Most firms also use computers to educate HR professionals in the area of training and development (T&D). To a limited extent, about 47% use computers to help HR professionals learn about training, and 14% use computers in this area to a moderate extent. However, very few companies (just 3%) use computers to deliver more than two thirds of such training to HR professionals, and none deliver all of such training via computers. Understandably, it seems HR professionals still think it's important to retain the human touch when teaching their colleagues how to train others.
In other HR areas, computers are not as widely used. The HR skills least likely to be taught via computer systems are HR planning, workforce forecasting, employee testing, employee relations, the fundamentals of motivation, conflict management, and the separation process. These skills tend to require a high degree of analysis (as in workforce forecasting) or sophisticated human relations skills (as in conflict management). These may be the areas in which computer systems, at least for now, are least useful, trustworthy or cost-effective as a training medium for HR professionals.
In the future, of course, advancements in information technology may considerably change the landscape. The HRI survey shows, for example, that only a small fraction of companies are using computer simulations, collaborative tools and remote live instruction to educate HR professionals. This is probably due to the fact that the bandwidth (i.e., the amount of information that is squeezed at any one time through an electronic "pipeline") remains fairly low within many companies and via most Internet linkups. As the bandwidth grows, companies will be better able to convey video and boost the quality of real-time human interactions. This should, for example, make it easier for firms to simulate and teach subjects such as conflict management.
Yet, managers should not lose sight of the fact that real-time, real-place meetings among human beings remain the "highest bandwidth" teaching experience of all. Educating the professionals who specialize in human resources will probably always require a good measure of old-fashioned, high-quality human interaction.
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Cisco Systems is among the companies best known for e-learning. Its Web site contains much information on the subject:
http://www.cisco.com/warp/public/10/wwtraining/elearning/
To read about Ford's Model E initiative, please see
http://www.forbesbest.com/b2b/0100/030.asp.
Of the 112 HR professionals responding to the survey, conducted in late 2000 and early 2001, three quarters said that some aspect of their firms' training and education of HR professionals is computer-based. However, only about 7% of all surveyed organizations have computerized HR training to a high extent (defined as more than two thirds of training for HR professionals), and 10% have computerized to a moderate extent (defined as about half of such training).
By the year 2005, things may look much different, according to respondents, most employed by large, U.S.-based corporations. In five years, the training of HR professionals will be computer-based to a high extent at 37% of firms, respondents predict. It will be computer-based to a moderate extent at 28% of organizations and to a limited extent (defined as less than a third of such training) at 31% of firms. If these projections are borne out, they represent a large and quick shift in the way HR professionals are trained. While a quarter of today's firms do not use computers to train HR professionals at all, that number is expected to plummet to just 4% by 2005.
The HRI survey also asked about the extent to which specific HR skills are taught via computers. As might be expected, most firms use computers to help teach HR professionals technical skills. Just 37% of firms do not use computers for this purpose. About 39% use computers to a limited extent, 11% to a moderate extent, 10% to a high extent. Two percent said that all their technical skills training for HR personnel is provided via computers.
Most firms also use computers to educate HR professionals in the area of training and development (T&D). To a limited extent, about 47% use computers to help HR professionals learn about training, and 14% use computers in this area to a moderate extent. However, very few companies (just 3%) use computers to deliver more than two thirds of such training to HR professionals, and none deliver all of such training via computers. Understandably, it seems HR professionals still think it's important to retain the human touch when teaching their colleagues how to train others.
In other HR areas, computers are not as widely used. The HR skills least likely to be taught via computer systems are HR planning, workforce forecasting, employee testing, employee relations, the fundamentals of motivation, conflict management, and the separation process. These skills tend to require a high degree of analysis (as in workforce forecasting) or sophisticated human relations skills (as in conflict management). These may be the areas in which computer systems, at least for now, are least useful, trustworthy or cost-effective as a training medium for HR professionals.
In the future, of course, advancements in information technology may considerably change the landscape. The HRI survey shows, for example, that only a small fraction of companies are using computer simulations, collaborative tools and remote live instruction to educate HR professionals. This is probably due to the fact that the bandwidth (i.e., the amount of information that is squeezed at any one time through an electronic "pipeline") remains fairly low within many companies and via most Internet linkups. As the bandwidth grows, companies will be better able to convey video and boost the quality of real-time human interactions. This should, for example, make it easier for firms to simulate and teach subjects such as conflict management.
Yet, managers should not lose sight of the fact that real-time, real-place meetings among human beings remain the "highest bandwidth" teaching experience of all. Educating the professionals who specialize in human resources will probably always require a good measure of old-fashioned, high-quality human interaction.
====================================================
Cisco Systems is among the companies best known for e-learning. Its Web site contains much information on the subject:
http://www.cisco.com/warp/public/10/wwtraining/elearning/
To read about Ford's Model E initiative, please see
http://www.forbesbest.com/b2b/0100/030.asp.