Fluid Consulting eBulletin Issue 05

1. E-learning should be regarded as a change initiative; it should not be seen as a way of saving short-term costs.

2. E-learning has to be driven by training, not the technology. You need to have faith in your own knowledge as a training expert.

3. There is a choice to be made between, on the one hand, introducing e-learning as part of a significant

shift in approach to learning and, on the other, proceeding through a controlled pilot project.

4. The percentage of staff who regularly use a PC at work is a critical factor to be considered in the design of any e-learning initiative.

5. Appropriate strategies must be developed for employees who have neither access nor the necessary skills.

6. There may be merit in making an open facility for staff (and their families) to access e-learning, but this should be undertaken to demonstrate a commitment to learning rather than a way of gaining immediate business benefits.

7. Blended learning is seen by many as a process in which appropriate e-learning modules are a precursor to a training session in the classroom.

8. Purchasing generic off-the-shelf material is most likely to be of value for IT end user or IT specialist applications.

9. There is considerable interest in the generation of bespoke or customised material – either in-house through the use of an authoring system or commissioning from a specialist software supplier.

10. Bespoke materials are often first created to meet essential business needs (compulsory training); other popular choices for the early use of bespoke material are performance appraisal, standard procedures or induction.

Obtain a list from the organisers of people who will be at the event and outline two or three people that would be worth meeting.
Do get there early-while it may sound obvious, getting to the event in good time increases your chances of getting something positive out of it.


	A recent survey showed a lack of understanding by UK employers on how to improve the effectiveness of the workforce through better health and wellbeing. Whilst some organisations openly admitted to ignorance on what measures can be taken, others felt it is the responsibility of employees and see no reason to get involved.