Some organisations use the opportunity of change management to implement new e-learning strategies. However unless senior management and other key stakeholders are involved in the process, e-learning is unlikely to be supported within the workplace, both immediately or into the future.

According to literature, e-learning needs to be responsive to both learner and organisational needs as either/both the internal and/or external environment changes (Newton & Ellis 2005, Robinson 2001). Consideration of the operational requirements of implementing e-learning is significant. Unless there is sufficient technological expertise, some key elements of e-learning may need to be outsourced to SMEs (Subject Matter Experts).

Alignment with organisational culture is also important within a change management context. Lack of cooperation and collaboration may be attributed to an organisational sub-culture, rather than an overall organisational culture.

References:

Newton, D. & Ellis, A. 2005, “Effective implementation of e-learning: A case study of the Australian Army”, Journal of Workplace Learning, vol. 17, no. 5/6, pp. 385-397. 

Robinson, B. 2001, “Innovation in open and distance learning: some lessons from experience and research”, eds. Lockwood, F. & Gooley, A., in Innovation in Open & Distance Learning, Kogan Page, London, pp. 15-26.