Sustaining Distance Training: Integrating Learning Technologies into the Fabric of the Enterprise

Sustaining Distance Training: Integrating Learning Technologies into the Fabric of the Enterprise

Sustaining Distance Training: Integrating Learning Technologies into the Fabric of the Enterprise

Sustaining Distance Training: Integrating Learning Technologies into the Fabric of the Enterprise

Synopsis

In this companion volume to Distance Training, Sustaining Distance Training presents practical steps for integrating distance training into the day-to-day operations of any organization. Berge shows organizations how to move beyond the initial phases of setting up a distance training program and make it a part of the strategic planning process, including infrastructure, budget, staffing, and policy planning. He explains how twenty of the world's leading organizations have mastered the basics of distance training and have taken their efforts to the next level where distance training becomes the most effective method for delivering the training your workforce needs to embrace emerging technologies in today's highly competitive, global economy.

Excerpt

Over the past decade and a half, I have been interested in technology-enhanced learning, especially learning at a distance. I have reviewed hundreds of cases in which technology has been used to accomplish training and education at a distance, and been involved in creating distance learning in the organizations where I have been employed or where I have consulted. I have noticed some patterns and commonalties that I believe will be useful to everyone involved in such endeavors. With this in mind, I wanted to explore in a more systematic way the question: How do organizations sustain efforts in distance training when their goals are more than conducting isolated or sporadic distance training events? I wanted to build a model or framework that describes the essential elements for organizations in which distance training and education has become a part of the enterprise’s profile, and I wanted to supply the reader with multiple cases to illustrate a plausible theory that would help the readers relate to their organization.

In a book I coedited with Deborah Schreiber, Distance Training: How Innovative Organizations Are Using Technology to Maximize Learning and Meet Business Objectives (Jossey-Bass, 1998), Dr. Schreiber proposed the concept of organizational technology capability and related it to distance training. The concept described an organization’s degree of technological sophistication—that is, the level of maturity or capabilities at which technology is applied to distance learning to meet business needs. Selection of cases for that book was based on factors other than the organization’s stage of technological capability, and, not surprisingly, the organizations . . .

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