E-learning vs.

Classroom learning

Under the guidance of Prof. S. S. Patil

0310 Dipak Ramawat

0316 Ruta Joshi

0333 Tapsi Sood

Training plays a very important role in an organisation. It helps in increasing
the knowledge level.

As we know that we can change only what we can control, it is important that
the training is imparted in a correct and effective manner. Here we are
considering the pros and cons of face to face or classroom learning and of e-
learning.

Face-to-face means ‘being in the presence of another’ or ‘in person’. The

traditional method of teaching and learning is synchronous and typically
involves the employment of a classroom where the professor and students
interact face-to-face with one another within a certain time and space.

The traditional classroom method has been one of the most proven and widely
accepted way of teaching students over the years. The whole classroom
system was started with an idea of providing knowledge to students on face-
to-face basis.

A few advantages of this method are:

1. The most important advantage is that the message can be

communicated in the most efficient and effective manner on a face-to-
face basis.
2. Since the teacher and students get together to share knowledge, the
level of interaction and participation is very high in this method.
3. Students are privy to in-person classroom interaction and gain
immediate feedback from the teacher and other students through
questions and discussions.
4. Students work together in person on assignments, test reviews and class
projects.
 5. The ability to network with teachers and other students in your field is a
valuable benefit associated with a face-to-face education.
6. Other than that, the physical environment is created in this method for
learning since students have to come together at a particular place and
at particular time to get the knowledge. For some of the courses, it is
important to have the physical class meeting so that students can have
better clarity about the subject matter and improve the understanding in
that particular course.
7. Apart from that the traditional classroom method is recognized and
valued all over the world when it comes to getting a job.

This method of education has few drawbacks as well. A significant drawback is

that face- to-face education is highly teacher-driven. Students may easily
assume a passive role during the lesson, in a form of dependence on the
teacher. Thus, they might become inactive in classes not being able to
assimilate much knowledge.
Also when there is a large number of students in the classroom the amount of
personal attention a student can get from the teacher or instructor is almost
negligible.
E-learning –

With the advent of technology we have seen that many companies today opt
for e-learning methods which are also cost competitive.

E-learning delivers content through electronic information and

communications technologies (ICTs). This delivery method increases the
possibilities for how, where and when employees can engage in lifelong
learning.

Positives of e-learning techniques -

 With e-learning, a company can deliver training without having to gather

participants together in a single classroom. Live, instructor-led training
can be presented while the participants are still at their own desks.
 The participants meet in a virtual or electronic space. There, they can
receive direct interaction, skills practice, and real-time instructor
feedback. Because it is easier to bring participants together, e-learning
can offer the benefits of just-in-time training, reduced travel costs, and
less productivity downtime. Overall, the advantages of e-learning can be
very appealing to a business.
 It can be customized as per the requirements and there is no time
pressure.

Forward-thinking employers are starting to embrace e-learning to become

more productive and innovative, regardless of the size, resources or sector of
their organization. At the same time, they are using e-learning to create self-
directed, lifelong learners among their employees —and to save money.

Main barriers to e-learning:

1. the cost of developing and purchasing e-learning initially, and then the
ongoing cost once an e-learning intervention is underway;
2. lack of time—employees don’t have enough time to devote to workplace
learning, and employers don’t have enough time to develop and
maintain e-learning solutions; and
3. Content issues —employers either couldn’t find the content they
needed on the market, or had the content but found it was designed for
traditional methods of delivery, and unsuited for e-learning.
 4. Band width and infrastructure related problems.
5. Waxing and waning of motivation.
6. Loneliness as the employees generally undergo e-learning in their own
cubicles which lacks the classroom ambience.

Employers are finding ways to overcome these barriers. They identified the
following success factors:

• building an organizational learning culture;

• conducting extensive research and careful planning;
• partnering with other businesses and educators to save money and time
and to share expertise;
 starting small and testing e-learning before scaling up to a broader
audience;
• aligning e-learning solutions with core business processes and learning
competencies;
• ensuring teamwork and communication between information
technology and human resources;
• training trainers and managers in how to use e-learning and support
employees;
• clearly communicating the value of e-learning; and
• Integrating e-learning with knowledge management, performance
management and communication systems.

Benefits to organisations -

• An increased relevance of learning and training to the organisation’s skill

development needs
• Workplace learning often does not interrupt the normal production
processes; indeed, it can often be part of the normal production
processes
• It can help in attracting (high quality) new employees – if the
organisation is known in the local community as being one which
provides high quality development for staff
• Similarly, it can help in retaining (high quality) employees, if they feel
their skills are being developed
 • Because it is organisation-specific it can help in transmitting and
underlining the organisation’s culture and values

Benefits to individuals -

• Improved job satisfaction, as a result of skills development and a feeling

of self-worth and an improved self-image
• Typically workplace learning (contrasted with formal off-the-job training
programmes)usually provides improved opportunities for people who
have missed out on training opportunities in the past
• The development of skills which increase employability
• The development of skills which give people a higher value (including
financial value)in the external labour market
• The acquisition of work-relevant skills which help to ensure that people
are increasingly adaptable in conditions of rapidly changing national
economies – and which is therefore a help in retaining employment and
reducing the chances of becoming unemployed

Taking an example for calculating the ROI from e-learning and classroom
learning -
After going through the pros and cons of face to face and e-learning techniques
we find out that –

 E-learning techniques are usually preferred as they are cost competitive.

 E-learning techniques lack the personal touch in the training.
 Face to face helps better understanding but is not as flexible as e-
learning.
 E-learning techniques can be customized.
 There are no time constraints in e-learning.
 Face to face learning accomplishes involvement of the candidates which
is neglected in e-learning.

Various factors have to be considered while choosing the perfect method of

training –

1. The surroundings and environment within the organisation.

2. Respect regarding rewards.
3. Propensity to learn, ability to learn.
4. Employee training should link to the strategy of the organisation.
5. Availability of trainers, facilitators, learning agents.

Blended learning -

Thus we can conclude that blended learning i.e. a perfect mix of face to face
and e-learning is a very good option to be followed by the company rather
than focusing on a single aspect of learning. It will allow the company to give
the training a personal touch as well as be flexible.

Blended learning will ensure the optimum utilization of either of the methods
and will help in conducting the training program in a very organised manner.

It will also ensure maximum output from the trainings.