In This Issue
	What's New Key Challenges in Content Development: Simulations LMS Implementations: A Market Analysis The Four Types of E-Learning Applying Technology to Executive Education

Key Challenges in Content Development: Simulations

In our recent study of the market drivers, size, and business potential for e-learning content development tools, we asked e-learning professionals to describe their biggest challenges in courseware development. The number one issue cited was the complexity in building simulations. Simulation authoring is an exciting but immature category of tools and methodologies. In our study of the use of e-learning development tools, we found that many of the tools are difficult to use, particularly for less technical course contributors. Building simulations can be a complex process, requiring a team-oriented, creative approach involving user design and programming expertise. One course developer commented that a single simulation could take weeks to develop. Simulations are highly effective in providing a hands-on learning experience and are a fast-growing category of e-learning. The fall into categories: application simulation, business simulation, and physical simulation. Simulation authoring vendors are listed by market share in the study, in addition to authoring and assessment tools vendors. Click here for an executive overview of the study... »

LMS Implementations: A Market Analysis

Last month Bersin & Associates, in conjunction with LTI Research, conducted an on-line survey of nearly 6,000 subscribers to understand their current and planned usage of Learning Management Systems. This study was the first in a series to be sponsored by the Bersin & Associates - LTI Research partnership. The results show that LMS systems are becoming mainstream. Approximately half of all sites surveyed - including large and small businesses, government and educational institutions - currently have an LMS installed. This figure is much higher for large enterprises than for small and medium-size organizations: fully two-thirds of large enterprises (businesses with 1,000+ employees) are using an LMS as compared with one-quarter of small and medium- sized organizations (those with less than 1,000 employees). The downturn in technology expenditures has caused many organizations to delay their LMS purchases, but not for long. Among those organizations that don't currently have an LMS, 23% of small and medium-size organizations and 42% of large enterprises are planning to install one within the next 12 months. These numbers reinforce our belief that organizations are gaining business value from these systems since penetration rates and purchase intentions are relatively high. More results from the study... »

The Four Types of E-Learning

We have found through our research and work with many clients that learning applications fall into four major categories, as shown in the table below: Category What the Learner Will Do Tracking Needed Broadcast of New Information Read None Important Knowledge Transfer Read, Listen, Answer Questions Who took this? Developing New Skills Read, Listen, Try new skills How much did they learn? What were their scores? Certifying Competencies Read, Listen, Try new skills, Pass certification Are they certified? Depending on your business need, any given problem may be solved using one or more of these four models. If you are just informing people, the first two models work fine. If you really need to make sure everyone understands the new pricing (eg. because it will impact sales revenue or profitability), you can cost justify the third or fourth category. These four categories of e-learning differ in several ways. They use different media, have different tracking requirements, and achieve different results. But the biggest difference between the four models is the time and expense needed to build content. Learn more about the 4 types of e-learning... »

Applying Technology to Executive Education

One of the most exciting and least-understood issues in e-learning is how to apply technology to executive education. The US Navy has found an innovative approach to using technology in its "FLAG" University, a program to support the executive development of its most senior leaders. FLAG University is a specialized program designed to offer top Navy officers throughout the world the opportunity to acquire skills, competencies, and personal feedback to help them constantly improve as leaders of an incredibly complex organization. With roughly 600 senior leaders for an institution with just under 1 million people and a budget well over $100B annually, the stakes are high. These positions are very much "CEO" level in responsibility -- responsible for tens to hundreds of thousands of people and hundreds of millions to billions of dollars in budget. Flag University is an evolving initiative that is not "bricks-and-mortar" bound. Rather, it is a carefully structured continuum of events and experiences that are presented to each FLAG Officer and SES (Civilian Senior Executive Service) in a manner and at a time that makes sense given the individual's projected career path. The focal point of FLAG University programs are the five critical competencies identified by Chief of Naval Operations, ADM Vern Clark, as essential for every senior leader: (1) financial management; (2) information management; (3) human capital management; (4) change management; and (5) leadership. Learn more about Executive Education at the Navy... »