perspectives for the development of e-learning. In
these countries people and enterprises confront
themselves in a greater extent with the lack of
Internet access or adequate skills together with a
poor economic support for developing educational
activities using Internet.
United Kingd
Sweden
Spain
Slovenia
Slovakia
Romania
Portugal
Poland
Netherlands
Malta
Luxembourg
Lithuania
Latvia
Italy
Ireland
Hungary
Greece
Germany
France
Finland
Estonia
Denmark
Czech Republ
Cyprus
Bulgaria
Belgium
Austria
country
Figure 2: Percentage of enterprises using e-learning
applications for training and education of employees, by
country, in 2006.
Concerning corporate eLearning, the data from
Eurostat revealed that the highest percentages of
enterprises using e-learning applications for training
and education of employees are registered in
Lithuania, Slovenia, and Greece (Figure 2). This can
be explained by the size, the number and the profile
of the companies using e-learning tools for
employees training.
If we group the countries by the indicators
regarding Information Technology expenditure,
Internet access, and computer use one can notice 5
groups as follows: 1. Italy, Portugal, Czech
Republic, Poland, Lithuania; 2. Spain, Hungary,
Ireland, Slovenia, Latvia, Slovakia; 3. Bulgaria,
Romania, Greece; 4. Denmark, Sweden,
Netherlands, Finland; 5. Germany, United Kingdom,
Belgium, Austria, Estonia. The highest percentages
(averages) concerning the above indicators are
registered in group 4 and the lowest, in group 2.
4 CONCLUSIONS
Despite the similarities among the countries from
each cluster concerning the indicators on
Information Technology expenditure, Internet
access, and computer use, there are significant
differences among the 5 groups of countries. The
explanations are different from country to country.
E-learning was seen having a tremendous
potential to respond to the challenges of the
knowledge society, to improve the quality of
learning, to address special needs, and to bring about
more effective and efficient learning and training at
the workplace (Ruttenbur et al. 2000). But the reality
is pretty different from what, not long time ago, the
enthusiasts foreseen. E-learning, in generally and
corporate e-learning, in particularly, does not
represent the revolution within corporate training
(Cross, 2007) and the direction of e-learning’s
evolution does not prove to be the appropriate one.
In these circumstances, the differences among
European countries regarding the use of corporate e-
learning may turn out into an advantage for the
group of “ITC underdeveloped”. Bridging the ITC
gap does not mean for these countries to embrace in
a non-critical manner e-learning strategies and tools.
Starting from the positive and negative experiences
within this field, following the instructional design
principles, general e-learning strategies and
corporate training must be reconsidered within the
new global realities.
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Information Society
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