E-learning seemed like the best form of training. However, it has its own limitations. A new approach in the e-learning process Electronic Action Learning or A-learning, on the other hand, takes care of the loopholes in the e-learning method. A learning, which is cost effective, easy-to-use and accessible any time, offers just-in-time skills building facilities.
How A-learning differs from E-learning
While e-learning revolves around abstract concepts, a-learning focuses on learning concrete skills.
E-learning relies on definitions for building knowledge while a-learning relies on practical exercises.
In e-learning, graphs and models depict ideas, whereas, in a-learning interactive exercises are used to convey ideas.
In the case of e-learning, the learning is quantified through quizzes and tests. A-learning on the other hand does that by measuring the number of jobs completed successfully.
E-learning is designed to support individual learning unlike a-learning that supports collaborative learning.
An a-learning programme includes:
(a) Exercises: As a-learning courses are based on action, they include exercises that learners complete while working on a job.
(b) Reusability: A-learning programmes can be used many times without getting stagnant.
(c) Collaboration: A-learning enables interaction of multiple users. For instance, a manager can employ other managers or staff to arrive at an appropriate conclusion in a decision making programme.
Though a-learning does not use tests and quizzes to assess the learning, and relies on improvement in job-related assessment to measure the impact of training.
Therefore, a-learning should be employed when specific skills need to be built in employees, while e-learning should be used for imparting new knowledge.