E-learning remains big question in Indonesia<\/p>\n
Eridani Sudiono, Consultant, Accenture, Jakarta<\/p>\n
Flexibility is what should come to mind when people hear of e-
\nlearning. E-learning corresponds to the notion of easy access
\ntraining, hi-tech, multimedia, easily managed training, etc. So,
\nis Indonesia ready? What does e-learning mean in this country?
\nWhat is the probability of success if e-learning is to be
\nimplemented widely in Indonesia?<\/p>\n
Let's first see how Indonesians learn and interact with each
\nother. Ever notice that Indonesians prefer talking over writing,
\nprefer attending training conducted by instructors over self-
\nstudy? We can probably assume that, as a part of the culture, the
\nmajority of Indonesians prefer to communicate or interact
\ndirectly with other parties than to communicate in, say, a
\nvirtual way.<\/p>\n
E-learning on the contrary, uses a virtual method, and
\nprovides very limited interaction with other parties. E-learning
\nplatforms though, make us able to use the full blast of
\nmultimedia technology, still there is very limited direct
\ncommunication with other people. There will be video of experts
\nleading the trainees through voice facilitation. But they are not
\nconsidered actual humans, they are just recorded images and
\nsound.<\/p>\n
Other than the human connection and\/or interaction, e-learning
\ndemands good discipline. This means that the trainees should be
\nable to sit throughout the course to be able to learn something
\nwithout anyone supervising, which of course is still uncommon in
\nIndonesia.<\/p>\n
In addition, here in Indonesia, I met lots of people who still
\nconsider training as an escape vehicle of relaxation or vacation.
\nTo learn something or to gain new skills is far less of a
\npriority.<\/p>\n
Therefore, would it be possible to implement e-learning in
\nIndonesia with the limitations expressed above? I am still
\npositive about this, actually, but how? I am suggesting that we
\nsee e-learning not as e-learning by itself, but as a tool used by
\nan organization to arm its people to stay up to date and to be
\ncompetitive, in a flexible and mature way.<\/p>\n
One of the possible ways is to change the learning paradigm,
\npossibly by incorporating e-learning as one of the levers of a
\nnew corporate culture. But it is well known that changing
\ncorporate culture will take time, therefore, a communication plan
\nmight need to be developed to \"advertise\" e-learning usage and
\nlater to increase the appetite of using e-learning in the
\ncorporation. Having said this, still, the plan to introduce new
\nculture with the emphasis on working efficiently and smartly
\nusing cost-effective and flexible tools, which, in this case is
\nusing e-learning, needs to be developed and implemented.<\/p>\n
Changing the way people think and feel about attending
\ntraining and what to gain from training is more about mental
\nattitudes and general maturity. Therefore, changing the
\ntraditional learning to e-learning needs to be part of culture
\nchange.<\/p>\n
Other important things, among others, are the readiness of
\ntraining infrastructures, so that the trainees will feel obliged
\nto finish the training and to gain something out of it. A simple
\nexample is incorporating the courses with performance management
\ntools, or in a more traditional way is actively engage
\nsupervisors to monitor their sub-ordinates performance.<\/p>\n
Corporations should also find another way to reward employees
\nwith the \"vacation\" type of reward, in addition to the annual
\nvacation.<\/p>\n
Now the question is: will companies be ready to take this
\ninitiative?<\/p>",
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"sponsor": "Okusi Associates",
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