Eine treffende Beschreibung des aktuellen Stands des (formellen) Online-Lernens liefert diese Studie vorneweg:
„The research found that the current situation in respect of on-line learning is that:
– On-line learning is now well established, particularly where employers need to distribute knowledge to large numbers of employees, especially if they are geographically dispersed.
– The increase in compliance training has been a major driver for on-line learning.
– Technical challenges still exist, especially in terms of keeping internal Learning Management Systems up-to-date with technological developments.“

Auch, was den eigentlichen Fokus dieser Studie betrifft, nämlich das Verhältnis von Managern zum Online-Lernen, kann man der Zusammenfassung der Autoren gut folgen: E-Learning-Kurse finden zwar selten Eingang in Management Development-Curricula, aber „self-directed learning is a key area where on-line learning is expanding“:
„- Managers use search tools to discover the information or knowledge they need to carry out their roles effectively. …
– Organisations are beginning to support this personal learning by the proactive dissemination of on-line articles, videos, case studies etc. to their managers in order to provide useful additional elements in the management development toolbox.“
Der Studie liegen Interviews mit Unternehmen und e-Learning-Anbietern sowie 998 Befragungsergebnisse von Managern zugrunde.
William Scott-Jackson, Terry Edney und Ceri Rushent, Chartered Management Institute, Oktober 2007

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