E-Learning at Cisco Systems

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E-LEARNING AT CISCO SYSTEMS

The purpose of this case is to see and understand how e-learning tool contributed to an improvement in the processes of Cisco Systems by answering the following questions: 1. Differences between e-learning and e-training.

2. What measures has Cisco adopted to encourage its employees to use e-learning? 3. Comment on the effectiveness of the e-learning programs at Cisco.

Cisco Systems is one of the fastest growing companies in the world, selling devices that connect computers to the Internet and to other networks. Cisco’s products are being replaced continuously, so extensive training of employees and customers is needed. Cisco recognizes that every member of its team, since the employees until business partners, including also customers require training on a continuous basis. Cisco began to focus on networks in 2000 after realizing the future of voice and video services lay in operating on a single platform. Since 2008, its strategy has been based on collaborating with partners to share expertise and Web 2.0. Cisco provides specialization training content for partners as free e-learning. This training is available for partner employees to learn the content and help them prepare for an exam. The use of e-learning helps manage the costs and effort that a partner has to bear in obtaining the training. In Cisco’s approach, training is not mandatory as long as the employee passes the appropriate exam. The company continuously updates the training content and the corresponding exams. To ensure that employees stay current, Cisco requires that these employee certifications be renewed annually. The company makes hundreds of courses available free through the Partner E-Learning web site. These courses are available in multiple languages around the world and cover both sales technical training. Cisco’s experience is that training that is not validated with competence testing is not effective In order to make a difference between e-learning and e-training, is necessary to make a brief meaning of these 2 terms.

As we see, at Cisco, they implemented the e-learning tool as a way to expand the knowledge of its partners, employees and customers and empower their workforce, also as a way to combine skills and knowledge to take advantage of technological change.

E-training is based on the use of new technologies and electronic media for training, by applications designed to improve technique or knowledge in general. According to the book's main subject, Electronic Commerce a managerial perspective, “e-learning is used heavily by organizations for training and retraining employees”. Since e-learning is a process in which knowledge is transferred over electronic systems.

As benefits of these tools, we can mention that both are available at any time, and any place where there is a computer with Internet connection; they also allow better time management; the interaction with visual content provides a better interpretation of the content; there are much more benefits that these tools gives to the companies so that they can use them to improve their processes, and make their partners, customers and employees more competitive and have greater knowledge.

E-training is comparable to e-learning in terms of the use of technology but it refers to the acquisition of practical knowledge. “While the content and instructional design structure in e-training might be focused on the skills or competencies needed for the identified tasks, there is no difference between the technology tool set available for e-learning and e-training”

Since Cisco Systems started to apply e-learning, they have adopted certain measures to encourage its employees to use this tool: * Offers easy access to e-learning tools via the web.
* Makes e-learning an obligatory part of employees’ jobs. * Test and score the processes, in order to help the people who fail rather than penalize them. * Gives those who fail...
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