Affordable computer training

Technology is changing training, benefits administration, and many other HR functions. Workforce asked industry leaders to explain key technologies that HR can use to achieve bottom-line results.

* Web-based training/e-learning is the new buzz in the HR and training world. If a company is looking to take advantage of these technology offerings, what are the features to look for when searching for the right vendor?

Linda Natansohn: First, make sure you have clearly assessed the learning needs within your organization. It is easy to get overwhelmed with choice, as e-learning tends to be far more affordable than classroom learning. Being focused will save time. Next, consider whether an instructor is needed to effectively teach the material. Not all e-learning is the same: some courses are self-paced with tutors available, some are instructor-led in real time, and some allow for student interaction.

Doug Reed: We see value in a comprehensive learning management solution, of which e-learning or Web-based training is one portion of the complete solution. Your learning management solution should provide you with the ability to:

* Provide personalized learning that can be tailored to individual requirements.

* create and deliver content that complies with general learning standards.

* create content just once, and then use it over and over again.

* Easily integrate new learning methods as well as a back-end training management system.

* Manage various curriculum options.

Curt Witte: The two most important issues to research before going forward:

1) what types of courses will you offer electronically? Understand which courses lend themselves to electronic teaching media and which are best handled in the classroom.

2) Can your IT infrastructure support e-learning? Bandwidth issues and other systems issues must be researched.

* Please note the differentiation between an "e-learning software solution" and "training management software solution." Is there a value of one vs. the other?

Doug Reed: The two solutions have different purposes, and a blended solution that combines both is the most valuable. For example, mySAP HR Training Management is the administrative backbone that gives you everything you need to plan and perform the activities associated with training through seminars, workshops, courses, and conferences. Our SAP Learning Management solution takes training to the next level by allowing you to deliver personalized educational content via learning paths tailored to your employees' knowledge needs and personal learning styles.

Linda Natansohn: The terms used in the industry can vary dramatically, as this is still a nascent sector. An "e-learning software solution" is the technology and content vehicle that enables a learning event to be delivered electronically. "Training management software" allows for the assessing, planning, and tracking of training for employees across a workforce--whether the learning is happening in classrooms, online, or in some blended environment. It is focused on developing skills to fill gaps, increasing productivity, and providing true ROI.

* Do the access and availability of online 360-degree feedback and employee surveys improve the recruiting and retention process? If so, how?

Dennis McCabe: We certainly think so. Feedback and surveys give line managers and HR professionals a more accurate picture of employees' mind-set and attitudes, helping management implement better policies and procedures of all kinds. For example, feedback and surveys are an excellent way of ensuring that acceptable use policies governing use of the Internet are optimized from both workforce and management perspectives. This inevitably leads to better morale and improved retention.

Linda Natansohn: They can. But the real question is whether management values and utilizes them. The fact that they are available online may spur more employee response because they are easily accessed, but it does not guarantee their effectiveness as tools. Management must ensure that the questions are viable, applicable, and unbiased. Then, they must put the feedback to use and communicate the outcomes of those tools to impact change.

* ASPs are continuing to attract attention from business and HR. Please highlight the value and differences of an ASP solution vs. a traditional one.

Jeff Koven: Traditional HRMS typically means that companies a) purchase and run/maintain the system themselves; b) outsource it entirely with minimal local functionality; or c) have a service provider dial in and do some remote processing or maintenance. An ASP, on the other hand, typically delivers all functions through the Internet, allowing organizations to rent the software on a monthly basis. It should also include a payroll-processing option, like the one offered by Cyborg Systems. The value of this model is measured not necessarily by cost savings, but in cost predictability.

Linda Natansohn: Unlike client/ server and other traditional solutions, ASPs do not require installation and integration as part of the process. (This can be a big plus, because it can be purchased often as a business solution without having to involve the tech department, which may or may not have the resources to devote to you.) At Monster, we offer an ASP recruiting desktop called MonsterMomentum and will be introducing an ASP Learning Management system that enables companies to manage employee training.

Jim Spoor: Let's recognize that using the term ASP is like saying ice cream, It is extremely generic and comes in many different flavors. When someone else provides the infrastructure and related services, you don't have the headaches, expense, or worry about staffing. Plus, if you select the right provider, you can get a better solution to meet your needs at a more affordable price. In addition, outsourcing can be attractive if you don't have the infrastructure in place.

Bill Warren: The main value of using an ASP is the ability to access the system from any Internet-ready PC. This allows recruiters to be productive even when they are not in the office, Implementation of an ASP is minimal; you will spend more time identifying your internal processes to make the system more effective. Finally, a company will not experience a large capital expenditure for hardware and development trying to use a more traditional model.

Curt Witte: The ASP model benefits the customer because it:

1) Lowers the total cost of ownership. The application is maintained by the ASP rather than the customer's IT group. Typically, ASP customers pay monthly usage fees, as opposed to software license fees, so the total cost of ownership is spread over a longer time frame.

2) Mitigates the risk of application development or ownership. ASP delivery reduces the risk of a failed project because the ASP does not receive "usage fees" until the application is working for the customer.

* When a company is looking at employee self-service products, what are the key initiatives you would recommend that HR put in place to ensure the success and use of the online self-service options by their employees (i.e., benefits enrollment, employee surveys, payroll changes, training, etc.)?

Jim Spoor: There is almost no limit to how far you can go in this area. Benefits self-service is the current "program du jour," and there are dozens of providers all masquerading as "HR" solutions. However, benefits are a small portion of self-service. True self service enables a wide variety of people-employees, managers, vendors, consultants, applicants, pensioners, customers, and others-to have a two-way communication tool, an information accessibility tool, and a personal career-management tool.

Dennis McCabe: We recommend promotional campaigns of all kinds, including e-mail, paycheck stuffers, bulletin boards, orientation sessions, meetings, etc. We also recommend that one of the "self-service products" be the organization's acceptable use policy governing Internet access. This should be accompanied by a full explanation of how compliance will be monitored and enforced. One of the best services you can offer is to inform employees of the "do's and don'ts" with regard to surfing the Web and using e-mail.

Jeff Koven: Technology is merely an enabler. Although it can offer huge efficiency improvements, the real issue is an organization's culture. ESS (employee self-service) products offer advantages to both the organization and its employees, such as the ability to easily access and change personal information, perform open enrollments online, etc. However, it means that HR no longer owns that action and employees must take that responsibility themselves. The key initiative, then, is educating the employee population regarding ownership.