A, solving the difficulties in training organization: traditional face-to-face training requires students to concentrate on their studies at a specified time and place, and grass-roots training easily affects their daily work; At the same time, for a group of new employees, separate training will cause great duplication and heavy training burden; Centralized training will also delay the opportunity to promote corporate culture first.
B, solve the problem of narrow popularization: the traditional face-to-face training is costly and can only cover middle and senior managers, resulting in insufficient opportunities for middle and grass-roots employees to learn and improve, which has become a bottleneck for enterprise development; The short-term effect of training effect and the incompleteness of trainees lead to constant complaints from employees, serious brain drain and inability to build their own talent training system.
C. Solving the shortage of learning resources: The traditional face-to-face training adopts one-to-many form, which is difficult to meet the needs of different positions and the individual needs of different students, and cannot match the actual needs and interests of employees, resulting in passive and short-term learning effects.
D, it is difficult to solve the tracking effect: the traditional face-to-face training can only evaluate the training effect from the topic atmosphere level, and it is difficult to check whether the students have mastered the course content, track the assessment, and consolidate repeated learning, so the training effect is difficult to be applied in practice. (Excerpted from: Enterprise University e-learning official website)