- It is networked
- It is delivered to the end-user via a computer using standard internet technology
- It focuses on the broadest view of learning.
- Different kinds of content and learning objects (including both electronic and non-electronic forms, and even traditional classroom instruction).
- Just-in-time and asynchronous learning, such as virtual labs, virtual classrooms and collaborative work spaces.
- Simulations, document repositories and publishing programs.
- Tools for prescribing learning, managing development pathways and goals and handling e-commerce and financial transactions related to learning.
- The utilities and capabilities for supporting informal learning, mentoring, communities of practice and other "non-training" interventions.
Further information on the above chart may be found at: Learning Framework. The reason that we have to design and develop for the "right skills and knowledge" is that we are accountable to the organization for spending resources wisely. In the IBM article, Victor Jeurissen further remarks that, "75% of CEOs think employee education is the most critical success factor relative to other people issues. Learning directly supports the top agenda of CEOs, business groups and customer responsiveness." This of course takes us to the analysis of learning: the study we do in order to figure out what to do. Analysis allows us to directly make a positive impact upon the business or organization so that we do indeed support the CEO, various business groups, and customer responsiveness. For more information on analysis, see Needs Analysis. By viewing e-learning and learning as having two aspects, we can better define learning's role in the organization. Comments welcomed.