Based on the network, it has the greatest interactivity and brings unprecedented learning experience with an open learning space. In enterprise training, e-learning relies on hardware platform, multimedia technology and online community technology to transfer professional knowledge and technical experience to employees through the network. Through e-learning, employees can use the network to study or receive training anytime and anywhere, and turn it into the core competitiveness of personal ability, thus improving the competitiveness of enterprises. According to IDC statistics, since 1998 put forward the concept of e-learning, the annual growth rate of the American e-learning market has almost remained above 80%. Such a rapid growth rate is not only related to the increasing attention paid to enterprise training itself, but also related to the characteristics of e-learning itself: it greatly reduces the training cost and makes personalized learning, lifelong learning and interactive learning possible. The development, popularization and commercialization of Internet and related products are the most powerful driving force for the warming of digital learning. The data shows that compared with the traditional mode, e-learning mode can save at least 15%-50% of the cost, and can reach 70% at most, and at the same time, it can improve people's learning efficiency by 25%-40%. The training director of GM China Medical System Group said: "Online training has greatly reduced the transportation, accommodation, venue and other expenses related to traditional training, and it is estimated that it will save nearly 200,000 US dollars in training expenses for GE China Medical System every year." At present, GM's subsidiary in China has started to use e-learning system on a large scale. Every GM employee has a personal password. With this password, they can register courses online at any time. After the course is over, they can get an electronic certificate of completion, and the system will automatically include the completed course in the annual assessment of employees' online filing. The deeper strategic application has also been realized in some leading enterprises. In the software industry, training customers to learn to use their products through e-learning can save the cost of enterprises more than employee training. Cisco, a genius company, is the first company to apply e-learning perfectly to itself, sales channels, end customers and technicians engaged in the network industry. So it is not difficult for us to understand its CEO John? Chambers' crazy admiration for e-learning You know, Cisco launches hundreds of network products every year. There are more than 2,500 online universities in the world, and there are hundreds of Cisco Network Colleges in China. These online universities have trained thousands of students for Cisco almost for free. From individual to enterprise, from enterprise to market, e-learning has unlimited room for growth, so it is inevitable and necessary to leap to the forefront of the times. However, there is still a long way to go to truly realize the teaching reform. In the past few years, e-learning has also experienced ups and downs. During the Internet boom, everyone expected that e-learning could completely change our learning and training methods, and e-learning suppliers emerged constantly, like mushrooms after rain. With the bursting of the Internet bubble, enterprises begin to understand that the Internet only provides an objective environment, and the completion of the e-learning revolution still depends on content rather than form. Although e-learning can't completely change our learning mode at once, it has gradually changed the training mode of some enterprises. The proportion of e-learning in enterprise training will increase with the maturity of technology and the continuous growth of high-quality content. Domestic practice: large companies take the lead in China, and the concept of e-learning has only been introduced for three to five years. After being promoted, driven and demonstrated by large international companies in China, it has quietly emerged. In all the advertisements about e-Learning, everything is so beautiful and subversive, but the market has been in a lukewarm state. Wei Junmin, vice president of Peking University Online, believes that concept is the most important factor. The lack of face-to-face communication in e-learning is also a very important factor. For many professionals, the feeling that the boss shakes hands with you at work can never be replaced by a cold computer or online video. But the fact is not so simple. The serious lack of digital learning products with independent intellectual property rights in China is a fatal reason for the low demand for digital learning and training. On the one hand, major foreign e-learning system providers have flooded into China in the form of cooperation or sole proprietorship to grab this rapidly expanding cake. Companies such as IBM and Cisco have already begun to deploy in China, and Smart Force, the world's largest e-learning company, also cooperated with Neusoft Group five years ago. On the other hand, many domestic e-learning companies choose to represent foreign e-learning product lines. For example, Peking University Online cooperates with SkillSoft, and Knowledge World cooperates with NeTg. Even Motorola (China), which owns Motorola University, has adopted a two-legged approach to e-Learning training: First, it cooperated with SkillSoft to introduce more than 100 global courses; One was designed by Motorola University itself. In foreign countries, e-Learning companies are very specialized, basically forming three categories: one provides technology and learning management platforms, such as Saba company and Lotus company; A company that focuses on content provision, such as SkillSoft, Smartforce and Netg, and specializes in service provision, such as Allen Interactive. At present, there are not many successful cases of implementing e-Learning in China, which are nothing more than large multinational enterprises successfully tried abroad. However, as enterprises pay more and more attention to employee training, some industries in China, such as IT, communication, finance, accounting and auditing, consulting and some manufacturing industries, especially some large companies, are very enthusiastic about accepting e-learning, because compared with small enterprises, the benefits brought by e-learning are tangible. A communication equipment manufacturer said: "The e-course provided by our e-learning system is equivalent to a student receiving 25 days of classroom training, and we have saved about 25% of the training expenses." However, from the actual situation of most large companies, the effect is still not particularly ideal. The reasons are mainly in three aspects: first, many domestic enterprises are not perfect in the traditional training system, and their training awareness is not very strong, which leads to their contempt for e-learning; Second, the level of employees using computers and networks in these enterprises is uneven, which leads to uneven training quality; On the other hand, there is a lack of e-learning training experience, neither good teaching resources, courseware, teachers to attract employees to learn, nor a good supervision and incentive system to encourage employees to use e-learning seriously. "The biggest problem of e-learning in China is the lack of excellent e-learning courseware resources and teachers." An industry veteran said that this is also a concern of many enterprises that are introducing e-learning platforms. What's the use of having an electronic blackboard if there is no content? Under the condition that the traditional training system is not perfect, the advantages of e-learning may even become disadvantages. For example, e-learning can save training costs, which is based on the premise that the training effect of e-learning is the same as that of traditional training. If employees' acceptance of e-learning is low, then e-learning will not only not save training costs, but will waste training funds in vain. In addition, if the enterprise fails to establish perfect evaluation and supervision measures, excessively trusts employees' awareness of self-training, or the arrangement of learning content is inadequate and unreasonable, or even there is only formal e-learnin without substantive content, all these will lead to the failure of e-learning. In view of this, we only recommend some large and medium-sized companies to use e-learning, because for small companies, cost savings may not be so obvious, and may even cost more than traditional training methods. In the process of building e-learning enterprise platform, platform design, course production and teacher training all need to consume a lot of money. For large companies, the amount allocated to each employee may be small, but for small companies, it may be large. Due to the rapid development of China market, it is believed that the application of e-learning in enterprise training will catch up with the existing level of the United States in the next five to ten years. The development trend of digital learning in the next few years. Real e-learning should be a complete expert knowledge management system. The first thing it needs to do is to analyze the data of each learner, get the learners' learning needs according to these data, then transfer these demand materials from the learning database, monitor the learners in a certain way, and finally evaluate the learners' learning effect. In fact, e-learning is essentially a management mechanism. From the setting of courseware to the establishment of management analysis system, it is necessary to do a lot of research and analysis for different enterprises in order to achieve good training results. Its ultimate goal is to let employees acquire the knowledge they should or need to know. With the continuous maturity and application of new technologies, what trends will the development of e-learning show in the next few years? Let's track the forefront market of e-learning and make a strategic plan as soon as possible. At the conference held by American eLearn magazine at the beginning of this year, internationally renowned education experts, learning technology experts and educational enterprise managers predicted the development trend of e-learning in the next few years. The trend most recognized by experts is as follows: Learning Activity Management System (LAMS) will continue to play its role and become the new favorite of online learning, which will greatly stimulate the emergence of communication in online learning and the integration of various learning applications. At the same time, with the help of gadgets outside the learning management system (LMS), a grassroots education movement is taking place. For e-learning, the next year will be a "constructive year" (gradual change, not revolutionary change). With the emergence of various electronic devices and gizmos, the "e" in e-learning will continue to expand, and these electronic devices and gizmos can transmit learning to any time and place. Podcasting will be accepted and become a measure that people expect to transfer learning to mobile office environment quickly and effectively. Video will still be in the experimental stage of learning, but it is expected to find a foothold by the end of 2006. Mobile learning will make great progress, and the podcast selected as "Word of the Year" in the new Oxford American English Dictionary in 2005 will be greatly spread and developed. With the emergence of enhanced podcasts, the transmission mode will integrate text, bookmarks, pictures and video clips. Developing online learning function for more and more mobile devices will be paid attention to. Therefore, e-learners will no longer need to be closely connected with their computers and networks. They can study while climbing mountains, walking on the beach or jogging in the city streets. Blended learning is being accepted by more and more people. The best teachers provide teaching content on CD and DVD, or simply broadcast it live. These contents are designed for teachers to use in the classroom. The content of the course is designed to pause and restart many times in a class, so as to combine the best part of classroom resident teacher teaching with the best part of distance teacher teaching. In this way, no one needs to be an expert in all fields. This is a synergistic effect on teachers' ability and brings more high-quality education in the subject field at a lower cost.