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Much discussion over the last few weeks has taken place regarding eLearning on the popular Linked: HR group on LinkedIn. Hundreds of HR professionals have tuned in and weighed in with their opinions on the topic, and now we are weighing in too.

It all started with a simple question: What’s wrong with eLearning? Many would agree that by the numbers, eLearning is a growing channel and tool for companies around the world. In fact, more than 40 percent of global Fortune 500 companies already use educational technology to instruct employees. A recent IBM report states that eLearning tools have the potential to boost productivity by up to 50 percent, an ROI of as much as 30 to 1.

On top of productivity and huge ROI, eLearning keeps your workplace protected and compliant; paves the path for better employee performance and management; and empowers employees.

So why isn’t eLearning more fully used yet? Dave Sumner Smith, CEO: Next Dimension Media, gives his opinions:

Is it simple inertia? Do employers have [costly] contracts with traditional instructors they do not want to break?

Or is it about quality? Are there too many concerns about certification standards applied to eLearning courses?

Maybe it’s about interaction. Pupils in HR and every other profession need to build relationships with tutors and fellow students. Is that a weakness of eLearning?

What is it that eLearning does NOT get right?

According to the Business Briefing “Learning and Analytics” at http://bit.ly/UDXIst it could be about the inability of companies to establish robust statistics that clearly demonstrate direct links between eLearning and business improvement. […]

A different perspective is offered by another report at http://bit.ly/1jsvYw2 which suggests the problem is ‘content chaos’. Too many people want too many eLearning courses. The result? “Learning departments everywhere are straining under the burden of ever-increasing eLearning courses, online simulations, videos, manuals and podcasts.” So companies cannot keep up with changing levels of demand.

Commenters agree. Kimberly Stahley states, “eLearning is great, but it is not for everyone considering that we all have different learning styles and preferences.” Genie Z. Laborde adds, “eLearning works fine for rote learning. Facts you must memorize, etc. What eLearning does not do is change non-productive behaviors.”

Enter ThinkHR Learn: a new eLearning platform from ThinkHR, which helps organizations stay compliant, mitigate risk, and increase employee performance in the workplace. Learn is different from other training platforms primarily through its bite-sized learning courses, unlimited course taking, private branded approach and custom administration. Learn is cloud-based so there is no need for managing on-premise software, paying for bandwidth or any other legacy software issues.

Yes, some eLearning that takes place must be “rote” information, such as sexual harassment and discrimination training and OSHA requirements. Learn addresses Genie’s—and others’—concerns by providing short courses followed by to-do action items. These action items allow for a hands-on, interactive approach which in turn creates higher retention of the material and helps empower the employees to learn by doing.

Finally, ThinkHR Learn enables you to keep track of your employee compliance and training. ThinkHR Learn provides a way to see and keep records on which employees have and have not completed the required training, essentially reducing risk and liability within your organization. Gone are the days of tracking down employees to make sure they have completed the required coursework, ThinkHR Learn does it for you!

ThinkHR Learn is launching on Friday, August 1st to employers across the United States.