Kathy,

We probably do about 75-80% of our training using elearning. We really don't see any problems with the users feeling uncomfortable with our courses. We provided detailed help pages to explain each button and audio instructions on how to complete the course and the test that typically accompanies the course.

You mentioned that you are using Captivate for a few small software simulations. Captivate is a great tool that you can use to show a demo of the software and then create the simulation for the users to do the tasks. In addition, you can use Captivate to create a quick "How to use this course" animation. The nice thing about Captivate's output is that the user can stop, rewind, fastforward, and/or replay the instructional animation. If you provide your users with solid instructions and demonstrations on how to complete the elearning course - you should have no problems.

JZ

Some key issues:
1. Individual e-learning skills (access/navigation) at remote work sites: we addressed by requiring employees to visit corporate office for introductory skills program monitored by live instructors.

2. Individual attention/ distractability affects self-pacing: we addressed this factor by keeping course content on point, interspersing examples with skill/ knowledge application situations, and module testing prior to advancement.

3. E-learning fun wears off: following initial spikes, we noticed a decline in registrations and learned that module spacing was too tight. We addressed by spacing e-learning out from every other month to quarterly and provided at-work or at-home options - both of these measures improved self-registration (vs. frequent company reminders, etc.).

KathyS,
I have read this thread with great interest. What I have failed to see in all of these responses, as well as in your posts is: What are you doing to measure performance [class attendence, grades, etc] and who are the stakeholders for whom the program was created.

It would seem to me that an individuals participation in any eLearning system is dependent on the value that they receive out of it, the value the immediate manger receives, and the overall value to the company.

I find that if the manager and company do not care, then why should the individual? Thus, low participation and value.

You need to give less focus on the delivery system [Captivate or whatever] and much much more on the metrics and stakeholders.

Just my 2 cents.