We believe that technology gives organisations huge opportunities to revolutionise the way in which learning is delivered, not just in the creation of e-learning content to support face to face training, but in improving and revolutionising the entire learning and knowledge processes.

Technology is not necessarily a cost-cutting panacea, and we know it can be hard to navigate through the increasingly teccie world of acronyms – do you know your SCORM from your PENS, your LCMS from your VLE? We work with organisations to develop pragmatic strategies and approaches for using technology to support and enhance learning. We help you to look beyond “packaged clicky-clicky learning” to work out how to use technology to enhance learning, including blended learning, social learning, use of video and conference calling, online testing and evaluation, and learning content management.

Furthermore the boundaries between e-learning (in particular rapid e-learning) and knowledge management are blurring. If e-learning – which is most appropriate for knowledge and skills acquisition -  is about “getting the right learning to the learner, at the right time” and knowledge management is “giving a person the right knowledge, at the right time in a form they can use to make a difference”, then we can see the overalp is significant.

Knowledge management can be split into two related disciplines:

• Management of codified knowledge is the work of writing down or otherwise structuring organisational knowledge so that it can be shared. E-learning content objects are examples of codified knowledge. We have simple e-learning content management tools which help you rapidly organise and deliver pieces of knowledge to your learners, either in structured e-learning packages or “pick and mix” self service self-directed learning approaches.
• Management  of tacit knowledge is the management of knowledge that is in people’s heads (individually or collectively). “We say more than we write down. We know more than we say”. Organisational strategies here are those of collaboration and communities of practice, to provide environments where people can talk together and work together to make the most of knowledge without codifying it.

Modern knowledge management strategies focus on networks ,social learning, culture change and encouraging appropriate innovation. These strategies are the ones that learning and development practitioners will recognise – so we think that the natural home of knowledge management in organisations is not the IT department, it’s the Workforce/OD function. 

If you think you could do more with e-learning, but you’re not sure what to do next, or would like more information about our e-learning and knowledge management products and services, please contact us.