Quality and efficiency in education

The Internet frenzy, imagining that everyone was sufficient to attach "e" any magic for everything to go well. One idea that was not quite follow in our society. Especially since e-learning in this training had to replace a teacher. But technique is not the most important thing. E-learning must remain one of the modes of training and integration within a global system. Why did not explode e-learning, as it was believed then, in the frenzy of the Internet? The first reason is that companies at the time believed that e-learning will drastically reduce training costs. This applies but only because the medium and long term development of e-learning strategy involves a cost. Then there were some disappointments from companies that have staked everything on the technology and then realized with bitterness that their employees not to adopt this new way of training, because the latter had not been trained and they just were not assisted by this new learning path. But today the context is different ... has been reduced working time, training is a new statute. Renewal of young executives with management teams was also a positive factor for e-learning. These professionals have been accustomed to in high school or university, to help themselves. They are more receptive to new information and communication technologies that have grown with them. In terms of technology, things have also improved. Currently we have almost no technical problems. Gradually, companies have been connected to broadband Internet, a key factor for the adoption of applications such as e-learning. Take the example of Sweden: the country was in advanced countries of Western Europe in terms of broadband connection. And it's not a coincidence that is also a country that has adopted much earlier online training system! What is the practice of e-learning? E-learning minimize the time spent outside of work. Also, training individually on a PC visibly reduces the time spent on transport to the venue of the training, as well as costs. E-learning reaches more employees in less time. Once the training modules in place, they can develop more easily than a traditional course supported by a mentor in a small room. In addition, PCs must have the necessary multimedia capabilities. A negligible cost which will certainly add costs to develop the courses. Learning is faster and more durable. Since the early '90s, studies showed that learning could be improved significantly through e-learning and memorization of information that could be up to 50% higher. Customer satisfaction increases with training employees. Winning a new customer is about five times more expensive than keeping a customer. Specific information distributed by e-learning can help employees to improve customer service. E-learning facilitates modularity and distributed knowledge sharing across the enterprise, presenting them in a teaching, etc.. E-learning is midway between the development of training systems and knowledge management, because they are meant to formalize the company's expertise as teaching aid or training modules. What changes are expected to take place in the years to come? We are moving towards a certain continuity of what is happening today. Content will vary and will surely be available soon on removable media such as PDAs. Finally, we witness the gradual emergence of virtual classes: training sessions to be attended by 8-10 people, learn about each post and it instructed (a) by a teacher whose students currently in her room can ask questions, seek assistance, etc.