Author: I & J Management Services Reference number: 65
Year of publication: 2010 Methodology
This survey had 800 employer respondents. The survey was based on 15 key indicators which were derived from the Flexible Advisory Group and subsequent developments of the Flexible Learning Framework9. These indicators were intended to measure the uptake and use of e-learning in Australia’s vocational education and training system, and the impact of e-learning on providers and clients.
These indicators included the percentage of businesses offering e-learning opportunities to employees; e-learning as a percentage of all structured training provided by employers; and the number of industries investing in e-learning for long-term workforce development.
E-learning was defined here as: the use of ‘electronic media to deliver flexible vocational education and training’.
Key findings
Employers are increasingly using e-learning in their provision of structured and unstructured training for employees. In this survey 50 percent of employer respondents were using e-learning approaches for their employee training (up from 40 percent in 2009).
The uptake of e-learning varies across industries. For example, 50 percent of employers in the education sector use e-learning to support their employee training compared to 40 percent in the retail sector and 30 percent in construction.
E-learning use on average is increasing over time. 60 percent of employers expect their use of e-learning to increase within two years of the survey (up from 49 percent in 2009). 85 percent of employers would encourage their employees to use e-learning if it was available (up from 81 percent in 2009).
If employers are engaged with the training system they are more aware of, and satisfied with, the e-learning services being offered by providers. Employer knowledge and expectations of e-learning are also increasing.
The 2009 survey report showed that employers ‘valued a flexible learning experience, where the use of information and communication technology gave them control over where and when training took place’.
In 2010 most employers (88 percent) believed that e-learning increased access to training, provided flexible options for employees (85 percent), and was an efficient way for people to undertake training (75 percent).
9 The Australian Federal Government’s previous approach to e-learning in their vocational education and training sector
Web 2.0 social technologies in the workplace: Implications and
opportunities for improving graduate employability skills
Author: James, R. Reference number: 66 Year of publication: 2014 Introduction
This paper outlines results from major surveys on workplace e-learning from 2007 and 2009 to 2014 with an emphasis on Web 2.0 usage by both large firms and small and medium-sized enterprises (SMEs). The paper also identifies some perceived benefits and challenges associated with implementing Web 2.0 technologies.
Methodology
An internet desk top search was conducted from which the items from the first 10 pages of search results were selected.
Key findings
The available data indicates high actual and planned uptake of Web 2.0 technologies by workplaces. It also suggests that a greater range of technologies were being adopted by workplaces including more extensive use of web-based video technologies and social media tools especially Facebook and Twitter. Firms are using these tools and technologies for a range of purposes including intra-organisational communications, customer relations, and in some cases product development and recruitment. Similar uptake and uses were reported by New South Wales’ government agencies
The survey results suggest that compared to developing counties particularly India, China, and Brazil Australia, Canada, the UK, and the US are less likely to adopt these technologies. Most companies had a dedicated social media strategy, but few respondents thought this was effective and social media was still not effectively integrated into firms. Superior performance in a Web 2.0 environment is predicated on early adoption of the technologies, a lack of internal barriers to their introduction, and an organisational culture that favours open collaboration.
SMEs typically used social media tools for their marketing efforts. But their adoption was less frequent than for larger organisations. And most SMEs were not using available tools and technologies to grow their business and did not have an appropriate supporting strategy. Similar findings applied to Australian local governments.
Benefits of adopting Web 2.0 tools and technologies include a reduction in operational costs, increased knowledge sharing, easier engagement with external experts, and increased skills and productivity as well as efficiency gains. But the clearest benefits were realised by firms that integrated Web 2.0 into their work flows so that collaborative working and information sharing become the norm and this can also allow for greater employee autonomy and decision making. However, most firms did not evaluate their use of Web 2.0 tools and technologies properly so clearly establishing a return on investment was not occurring in the majority of companies surveyed. This was also the case for Australian local government.
It appears that concerns about security, productivity loss, privacy, and lack of time and skills to use Web 2.0 tools and technologies effectively are major barriers to their adoption in the workplace. However, employees think that they actually increase productivity and restrictive company policies and practices are hindering their full potential.