Is e-learning really as effective as face-to-face training?

I have taught and learned both in person and online- synchronously and asynchronously....they all have their benefits- but, I believe for the vast amount of information that can be exchanged, limitless geographic boundaries and reduced costs, e-learning is not only essential but unable to be beat as a means for sharing and gaining knowledge. Plus, it doesn't have to exist as an "either-or" scenario, lets not forget that blended learning- a combination of in person and elearning, can still reduce overall costs and productivity time off, while providing opportunities to have "hands on" learning. I do not believe all elearning programs are better than in person, but they are all exponentially improving with technology and enabling smaller companies access to something only larger corporations were able to afford.

In the short, yes, we ALL benefit from less expensive, more extensive and highly accessible learning opportunities- just do your homework to find quality programs.

Interesting that the question posed the face-to-face mode as "training" and the online format as "learning", interesting that one implies and emphasizes the "broadcast" side while the other appears to focus on the "receive" side... As with anything in life and/or business when making comparisons it is important to be mindful of comparing apples to apples: there is great classroom training and there is poor classroom training, there is great online training and there is poor online training.

When aligning training goals and outcomes with format (i.e., classroom, eLearning, blended) it is most important to find out what a client's short-term and long-term goals are for their learning program, to do that you have to be knowledgeable enough to ask the right questions - and generally speaking that means you have to have considerable experience.

Learning is successful when it provides clients and learners with the right content, format and environment in which to learn, and subsequently, an opportunity and environment within which they can exercise their new knowledge and skills.

We have been in the eLearning space since 1991 and have over 3,000 hours of SCORM compliant online courses, many of them award winning. For more information on our current course catalog, how we can convert classroom training on online learning, map job competencies to curriculum and organizational levels or implement a Turnkey Corporate University, please visit the following:

http://www.epic-soft.com/e-learning.php

I just want to add one more point:

Great learning experiences always need interactivity- so beneficial learning via computers still needs to meet this important goal...not be utilized as a one sided viewing of information. The best programs provide for interaction and feedback where the learners are able to influence and be influenced...this is the basis for learning- changing your perceptions and knowledge by rewiring what you know.

For elearning, companies need to look for courses, instuctors and educational institutions that provide synchronous and asynchronous interactions that utilize combinations of chat, discussion boards, classmate and instructor critiques, and possibly live video interfaces. Combined with any independent learning time, these interactions will reinforce as much or more than many face to face learning situations.

Hi! In India( where I stay and work, in the HR domain) e-learning's getting there.
Traditional, face to face training is still preferred.
Most of the e-learning models that are gaining popularity are - SHORT modules, interesting, interactive ( ask questions, give pointers which are easy to understand across cultures/language barriers etc.).Cost is a factor, but it loses its sheen if people don't use it.

E-learning, e- interactions are powerful....provided they are made very easy to start with, follow through and close.

The content must have the power to hold a human being's interest as there is no 'non-verbal' communication, which makes for the 'human connect'!

Cheers all!

The Department of Education wrote a 96 page report that states that online and blended learning was more effective than on site learning. However, the results showed only a slight trend, not a strong indication. The research used was from many sources--medical school, high school students, working professionals taking part-time degrees.
The online schools will tout this advantage, but the learning format that was the most effective was blended learning--both online and face-to-face.

As a SkillSoft partner I'm of course biased... but here is what the American Society for Training & Development had to say on the relative effectiveness of the two:

http://www.greycells.info/sep05/classroom_learning.pdf

I've found that it helps to have an experienced facilitator/teacher who is responsive to the needs of the students. It's beneficial to have someone teach the class who can promote critical thinking and in-depth discussion instead of the transfer of information. There's nothing wrong with e-learning it's just not quite as interactive as being in a room with a bunch of brains all working together.

There are two type of eLearning - with an instructor (synchronous) or without an instructor (asynchronous) Asynchronous has several major advantages - the trainng is done when the user has time and does not have to be completed at one sitting. This reduces the major training cost - taking the user away from their normal work. Also since the training is entirely compiter based each person will receive exactly the same material - something that does not happen when an instructor is involved. So for compliance topics elearning is the most cost effective even without considering what the learning learns.

Thank you for posting this important question. I have recently completed 33 out of 36 credits towards a Master in Science in Human Resources Management. I have experienced both web-based distance learning and traditional courses, and this recent experience enables me to answer this week's featured question with real-world experience. I believe a common misconception about web-based distance learning is that it is not as valuable as the traditional classroom setting. I would respectfully disagree with this point of view. In both types of learning situations, the value of the experience comes down to the teacher, the students, and the use of various approaches to teaching the material. One of my favorite distance learning courses was a training and development course, and we utilized e-mail and telephone to handle various group projects. It was a fantastic experience, and it is hard to imagine that a traditional classroom setting would have provided for a better experience. For distance learning, I think it is important to utilize programs that combine different methods, including lecture, visual demonstration, and open dialogue, both in real time and e-mail based formats. The courses I took involved several weeks of study, as opposed to short bursts. It was important to participate consistently and turn in assignments on time, in order to get the most out of the coursework. I believe the same is true for the traditional classroom setting. Distance learning is a valuable innovation in training and development, and I predict it will be used by colleges, universities, and corporations for years to come.

The pro's and con's of e-learning can vary depending on program goals, target audience and organizational infrastructure and culture to name a few. Each has their advantages and drawbacks, particularly in the areas of effectiveness and cost. One thing is for certain though e-learning is a rapidly growing form of training delivery, many organizations are integrating e-learning into their training programs creating a type of blended learning. I believe the benefits of e-learning will guarantee it a role in overall learning strategy for many corporations.

I don't want to over simplify things but isn't learning 'learning' and the media or process simply the means by which this learning is facilitated? Is not the best means whatever is identified in the needs analysis as being the most appropriate? The practical reality is that people entering the workforce now and some of us who have been around a bit longer now expect to be able to access learning within minutes of realising the need. It ain't about the technology per se, which is simply an enabler. What is really important is the quality and immediacy of the experience.

E-learning is cost effective and great to use for a global workforce. But whether it is effective, it highly depends on the character of a person. Most of the people we train prefer face-to-face learning. On the other hand, we e-learning is at a stage where there is stil much to improve. It is not just a web-based learning programm, it is a community with lots of interaction via chat, video and all the other different types within social media.
So depending on the quality of the course, the quality of the web-based application and the personality of the candidate, you will have to really consider what is most effective in a particular situation. E-learning is the future, but there are still improvements to be made.

Learning effectiveness is all about support, it's not down to the means of learning delivery, but rather the follow up and commitment to embedding that learning in the workplace.

All learning, can "teach you stuff" but none of it can put it into practice, an e-learning program which is a "read once and forget" experience is roughly on a par with information sent out in a company newsletter and dramatically more expensive.

If you want people to become better at doing things, or to do new things, then you have to support this. Managers need to coach, and demonstrate these new skills/behaviours consistently in order to get them moving.

If you do this, then e-learning can be every bit as effective as classroom learning, but only if you do this. Otherwise, just send out an e-mail with the relevant info, it's cheaper and just as effective.

Several interesting views appear in the comments and the majority of them stresses the need for joint e-learning and in-person activities. In Greece, e-learning goes at slow pace but it is worthwhile noting that the Athens University already offers e-learning modules since 6 years already if I am not wrong, which offer also in-person interactions with tutors. As for corporate use of e-learning this remains the domain of the large (by Greek standards) companies and of the international companies established here. The average Greek company does not exploit yet fully this new training possibility. dfIKt remains to be seen whether Greece will catch up in the next few years.

e-learning is one way channel. To upgrade information & knowledge it's good but when we use the term training, it basically means two way traffic. The trainer & trainee. Interactive sessions are the best way of learning. It's lively & full of example based. Nothing can beat the advantage of Interactive learning session. Yes the lot depends on the quality of trainer. There is a basic difference between e-learning & face to face training, in the case of former the willingness & desire of learning of candidate is important, in the later case it is the quality & skill of trainer which matters. Even not so interested candidate may be engaged to learn in case of skill & knowledgeable trainer.