E‐learning is about seven years old and like a seven‐year‐old child, it is immature, but offers considerable promise. Organizations like it because it promises to save them money on training. Employees like it because they have greater control over when they do the training. But as with the dotcom craze, e‐learning is now entering a period of reassessment, where the poor examples will probably disappear and the survivors will hopefully improve their offerings.
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