Introductory course. E-learning is very cost-effective in organizations with great staff turnover. It facilitates for employers who want to make certain that all staff members are reached by the same information, for example, fire safety provisions, time management regulations and safety procedures.
Basic training. In connection with recruitment the period of introduction can be minimized using e-learning. Instead of awaiting the next opportunity for a teacher-lead course, the new recruit can start training immediately. Another benefit is that knowledge is easily shared within the organization; contents can be adapted to individual prerequisites and repeated when the need arises. Test results and statistics are gathered automatically and can be extracted when required.
Attitude changing training. This type of e-learning focuses on training designed to alter attitudes and staff approach. With problem-based pedagogy and interactive exercises in a realistic context, the users can act out scenarios and experience the consequences. Attitude changing training is most effective in combination with other efforts, for example group discussions or team work exercises. This type of e-learning could revolve around service levels, customer approach, roles and responsibilities etc.
System training. When a new system is implemented or upgraded the users usually need training. E-learning is a good option for system training since the user can learn at his own pace and repeat at will. With a proper introduction, the implementation is facilitated and the users have higher odds getting along with the new system.
Promotion and product launch training. E-learning to introduce a new product or promote a strategy is a great way to educate sales staff in new functions that they in their turn should emphasize during the sales process. Such e-learning could also be used to inform customers of improvements and market the new product.