Key takeaways
- E-learning uses electronic material and activities to support learning.
- Distinguish creating learning content from organising and delivering it through an LMS.
- Give learners usable instructions, time, access and a contact for questions.
- Review relevant practice and understanding alongside completion records.
E-learning, short for electronic learning, uses electronic content and tools to support learning. An employee may read, watch, answer questions or work through a digital activity, with material organised around what they need to learn.
Creating the content and delivering it are separate jobs. Review both when planning digital learning, alongside the practice, conversations and support the employee needs.
Create content around the learning need
Decide what the employee needs to understand or do. Use that purpose to choose the content and activities, then keep the material relevant to their role.
An authoring environment lets people prepare and maintain digital material. Check how that content will reach learners and how updates will be managed before building a large collection.
- 01
Authoring
Preparing and updating the material, questions or activities employees will use.
- 02
Delivery and administration
Organising access, assignments and learning records. An LMS supports this part of the process; capabilities vary by tool.
- 03
Practice and support
Giving employees time to use what they learn and a way to ask questions. Assigning digital material does not arrange that support by itself.
Understand the role of an LMS
A learning management system helps administer and deliver courses or training. The organisation manages the learning material and assignments; the employee accesses the content through the learning environment.
Some tools combine creation and delivery, while others focus on one part. Review the actual capabilities needed for your learning process instead of assuming every platform includes the same functions.
Give employees usable learning material
Online content can give employees a reference they can return to and a way to learn across locations. Keep instructions clear and organise the material so they can find the relevant activity.
Use microlearning when a short, focused activity fits the objective. More involved work may need a longer sequence, practice or a conversation with someone who understands the role.
Plan the support around digital learning
Employees need time and access to use the material. Technical difficulties, limited interaction or unclear instructions can interrupt the learning. Provide a person who can help with questions and explain how the material relates to the work.
A learning culture includes the resources and opportunities to practise and share knowledge. Connect online learning with those opportunities rather than assigning content and leaving employees to work out the rest.
How e-learning fits into onboarding
Digital material can introduce the organisation, role information or a routine before a new employee practises it with a colleague. Keep the activity tied to the manager’s plan and explain where to ask questions.
Consider a fictional financial aggregator welcoming a new Implementation colleague. The employee reads the company-approved handover explanation, works through a fictional handoff with a buddy and asks the manager which part to practise next. The content owner keeps the learning material current; the relevant specialists own the live process.
Use the onboarding goals guide to connect the activity with the employee’s work. Completion records participation; the manager still needs evidence from relevant practice when reviewing readiness. The open banking employee journey page explains the people and learning context around this example.
Review understanding as well as completion
Discuss what the employee learned and how they can use it. Look at questions, feedback and relevant practice alongside the record of activities completed.
Grow supports modules, interactive activities, pathways and progress tracking. The completion and comprehension article explains why a completion record and evidence of understanding answer different questions.
Where CapoFine fits
Support ongoing learning in Grow
Grow connects company and role learning through modules, interactive activities, pathways and progress tracking.