Radio Interview on Social Enterpreneurship with Tariq Barwani

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Why Omani corporations are investing more in eLearning!

Introduction: With dozens of Oman based organizations signing up hundreds of employees for online learning programs in recent times, the evidence is undisputable - online learning has arrived in Oman. Although interest was originally skewed towards "off-the-shelf" content for leadership and professional skills development, an influx of interest is being observed for custom eLearning programs - programs specific to organizations. These programs are usually related to induction, compliance or functional skills training. Further companies are seen to adopt online learning/eLearning as either the exclusive format for delivering training or as a format that augments and enriches traditional modes.

Here is an attempt to explore a significant paradox (depicting managements changed approach to L & D) following the 2008 meltdown which is making HR/L&D leaders make this wise choice of eLearning.

The Paradox: Following 2008 training deliverables were increased many fold. This was because of increased pressure on organizations to perform which in turn put increased pressure on business leaders to run innovative new initiatives, approach untapped markets, launch new products etc., One would assume that naturally L & D departments would be offered increased budgets and resources to meet these new and increased challenges. However this was not to be the case. Instead paradoxically training budgets were cut and HR and L &D departments were downsized (please refer image below). In short, following 2008 the world of corporate training took on a unique set of constraints and challenges unprecedented in the history of L & D. How in these circumstances was L & D expected to perform?

Trends: It is worth looking at a noteworthy trend was pervading the workplace the world over - increasing number of professionals’ young and old were embracing mobile technology to stay in touch with friends, family and professional acquaintances. This trend permeated the workplace to such an extent that the pet peeve of many bosses became that their employees had no time since in some cases they now managed up to five electronic communication gadgets – a personal phone, a personal tab, a personal laptop, an office PC and an office phone. However on the positive side, this proliferation of electronic gadgets has had a commensurate increase in the mode of consumption of information. Refer the below infographic titled, “what happens in 60 seconds in the internet” based on selected data from Quartz|qz.com

 

Interpreting the Trend: It is an interesting observation that the magnitude of events happening in "60 seconds" in the internet, have grown drastically over the years. Perhaps particular relevance to L & D (which I shall cover later) are the bottom three (Google, YouTube and twitter):

Google: With 3.5 million searches per minute and a 75 % increase over the previous year, it can be reasonably said that people are increasingly taking responsibility to find information (knowledge) in their area of interest.

You Tube: With over 100 hours of videos watched per minute and a 233% increase in videos watched in comparison to the previous year, it can be reasonably said that people are increasingly consuming information presented in the video format.

Twitter: With over 350,000 tweets made per minute, representing an increase of 250% in a year, it can be reasonably said that people prefer discussing using short text messages.

A serendipitous discovery: We had discussed earlier that the challenges in the phase of new realities (post 2008 financial meltdown) for L & D has been that of the demand to ensure reach, timeliness and consistency with an extremely limited budget.

When we consider the proliferation of smartphones, tablets and internet technologies in the market and in particular the phenomenal consumption and exchange of knowledge/information over google, YouTube and twitter, we can see how the above challenges can be perfectly surmounted using technology very efficiently. This, I believe is the single largest reason for increasing interest in eLearning and cloud based technologies for talent management in Oman.

70: 20: 10 Approach: Further there has been an increased traction for the 70:20:10 approach postulated by Charles Jennings who makes a convincing argument as to why 70% of the learning has to happen on the job, 20% in collaboration and only 10% through structured instruction. Hence there has been an increased need to find a creative a mix of learning modalities including collaborative, instructor led (ILT), on the job as well as well as eLearning.

The solution:  The above trends makes as neat case for eLearning. Hence the increasing interest in online learning in Omani Organizations

Sajan Nair worked as a Training Manager at National Life and General Insurance Company (NLGIC) Oman and at National Bank of Oman NBO). He presents heads the operations for Xpertlearning in Oman.