Definition: What is e⁠-⁠learning and what are PINKTUM e⁠-⁠trainings?

E⁠-⁠learning, short for electronic learning, uses electronic media and technologies to impart knowledge. Instead of traditional face-to-face events, e⁠-⁠learning platforms use online courses, webinars and learning software to make learning content accessible. This flexibility allows you to learn at your own pace. E⁠-⁠learning has revolutionized the educational landscape and is being used successfully in schools, universities, businesses and many other sectors.

PINKTUM is a multi-award-winning provider of high-quality e⁠-⁠learning courses from a wide range of soft skill areas in today's working and corporate world. Special emphasis is placed on the application and transfer of the acquired knowledge. That is why PINKTUM's e⁠-⁠learning courses are also called e⁠-⁠trainings.

Content and technology? Yes, but first the learners!

Often, e⁠-⁠learnings are seen as finished products that just need to be delivered to learners. The rest is then done by the learners themselves. That's the idea.

However, this passive model of knowledge transfer is long outdated. Today we know that learning is an active, individual process that depends on prior knowledge and the learning situation. To enable successful e⁠-⁠learning, we therefore need to focus on learners and create supportive frameworks such as sufficient time and an established learning culture. So don't think of e⁠-⁠learning as a one time event, but as a flexible, individual process that must be based on the needs of the learners.

Establish and credibly exemplify a learning culture

Open exchange, collaboration and independent work: All of this is part of a good learning culture. And it is precisely this that needs to be encouraged, so that your employees take the time to reflect on their competencies and develop them further. A successful learning culture contributes to the long-term development and competitiveness of your company. It is crucial for the success of e⁠-⁠learning that the learning culture and learning mindset in the company have a high priority.

Here's how to build a good learning culture in four steps:

• Step 1 Embed learning in everyday work by openly communicating that learning and continuing education are desired and valued. It is important that you allow enough time for learning by designating a portion of work time as learning time. This must also be clearly communicated.

• Step 2 Encourage your employees to ask questions and promote sharing among them. A buddy system or lunch roulette for e⁠-⁠learning graduates can promote personal and content exchange.

• Step 3 Ensure that knowledge is accessed and shared within the organization. An internal newsletter can keep all colleagues up to date and include tips and experiences from colleagues.

• Step 4 Encourage self-reflection among your employees to make them aware of their own learning needs. This can be done through analysis tools or feedback and development meetings.

It's all in the mix!

Self-organized, self-directed and social learning are the three main forms of learning in e⁠-⁠learning.

In self-organized learning, the company provides resources and goals while learners plan and execute their own learning process. It is well suited for mandatory training and onboarding processes, for example. In self-directed learning, learners go a step further and decide for themselves if, what, and why they learn. It is ideal for personal development and voluntary learning. Social learning focuses on social exchange, both offline and online. This way, knowledge can be shared in all directions, information silos break down, and collective knowledge emerges in the learning community.

The choice of the best learning method depends on the business strategy and learning objectives, but should always be tailored to the needs of the learners. We recommend combining the different forms of learning to maximize advantages and minimize disadvantages.

Motivate by communicating!

According to psychologist John Keller, motivating learners requires four things:

Attention, that is, the attention of the learner. Relevance, that is, a perceived relevance of content to learners. Confidence, that is, the confidence to successfully complete an e⁠-⁠training course. Satisfaction, that is, learners' expected and actual satisfaction with the learning experience. Furthermore, Volition, that is, a certain willpower and perseverance in learning. Keller has described these motivational factors in his ARCS-V model of motivation. As HR managers or executives, you should pay close attention to these factors in your communications. You moderate the learning process, draw attention to and communicate the availability of e⁠-⁠learning, and explain why it is feasible, useful, and relevant.

From leader to learning facilitator

As a manager, you can show the relevance of e⁠-⁠learning in everyday work by integrating it right there! For example, is there a conflict in the team right now? Are projects not being completed on time? Then you can integrate targeted situational e⁠-⁠training into everyday life. However, you can also take a task-based approach if you want to prepare one of your employees for a leadership role, for example. And employee appraisals are also a good way to integrate e⁠-⁠training into everyday work and make its relevance clear.

PINKTUM Success We support you in making e⁠-⁠learning successful in your company!

With PINKTUM Success we offer you a very special service. Because we want you to be successful and happy with our e⁠-⁠training. Find out here about our five-step concept for developing your personal and successful e⁠-⁠learning culture.

Learn more about e⁠-⁠learning and how to successfully integrate it into your company in our e⁠-⁠training:

"Using e⁠-⁠training successfully in business"