How to build an online learning center: online learning centers may be the new construct for training and development

T+D, August, 2002 by Kenneth M. Boxer, Bernardine Johnson

How to ensure success

Based on our experience, here are the keys to successful implementation:

Line up strong senior management support. That's always a smart thing to do, of course, but it's especially compelling when implementing a learning center. At Grace, senior executives quickly grasped the advantages of a learning center, and they're still solidly behind it. VP of HR Mike Piergrossi frequently refers to the center as "the easiest sell to our executive team I've ever made."

Build gradually. Resist the temptation to quickly construct a grand technology temple. It's far better to get a modest learning center up and running first, gather feedback from users, make any needed adjustments, and then build on that.

Invite involvement.

People tend to support what they help create. Grace established the steering committee to give its HR staff, business leaders, and other employees around the globe ongoing opportunities to help shape the center.

Provide a variety of learning tools. Address diverse learning priorities and styles with a broad mix of in-house and external learning resources. Malce the learning center valuable to each part of your organization.

Make the learning center a focal point. Many organizations have corporate intranets and have implemented e-learning and a learning management system. The learning center should be the focal point for use of all learning tools to increase the value of learning to the organization.

Make it part of the whole organizational system.

Although the center is the learning focal point, it must be integrated with core processes and systems such as performance and talent management, communication, and rewards and recognition. At Grace, employees, including managers, find performance review forms at the center and will soon be able to link to current job postings and employee referral systems. An employee considering applying for a new position will be able to quickly assess his or her skill levels regarding relevant competencies and, if a quick brush-up is required, identify the best resources.

Keep it visible. The frequent appearance of Career Advantage helps keep the center visible to employees right at their desktops. Other promotional strategies for maintaining visibility include a comprehensive global launch campaign with articles in other employee media, posters displayed in cafeterias and other gathering spots, and rewards for successfully completing an online scavenger hunt.

Ensure that the content is fresh. Not surprisingly, employees expect to find something new and different each time they visit an online resource. The learning center's regional administrators keep the center up-to-date with the latest course information and learning resources. The center's easy-to-use, secure administration system lets designated employees in each plant or location add course information to the site. Once it's reviewed and approved by the authorized administrator, it's posted instantly.

Will online learning centers revolutionize training and development in this century, much as Henry Ford's production line revolutionized transportation in the last? Grace's experience with its center suggests that potential. Paul Norris, chairman, president, and CEO of W.R. Grace, sums it up: "Targeted, practical learning--the kind of learning fostered through our Global Learning Center--is how people achieve professional growth. And professional growth will take us all where we want to go."