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This review will address whether generational gaps in the workplace affect e-learning program design. Through the analysis of five different case studies our group was able to explain how and why e-learning is implemented in organisations and if these e-learning programs are tailored to specific generations of workers. There are four prominent categories of generations, the traditionalists of veterans, the baby boomers, generation X and generation Y, where technology affects each generation differently. For example, the era of the veterans, their lack of computer skills are a result of technology only just being invented. As the generation gap decreases, technological advancements increase, and by generation Y, who have grown up being surrounded with new and better technology, the internet and mobile phones are nothing new.

The prominent issue that comes with generational gaps and e-learning programs design is the variety of learning preferences among a workplace scattered with a number of learners from different generations. The challenge for organisations today is to develop training programs that meet the needs of their employees as well as the organisation. Our group’s case studies focus on 4 international organisations and one national organisation being Rebel Sports. The generation of the veterans is represented by the case study of SeniorNet, a non-profit international organisation that designs programs in order to provide Internet and computer education for the older generation. Their aim is to give older adults an opportunity to learn how to use the Internet, and learn more about new communication and information technology that could benefit them in providing them with access to the outside world via telecommunication.

As for NASA, with almost 60 per cent of the workforce, who are recognised as the baby boomers, reaching retirement, the industry is facing a crisis as of how to transfer the knowledge from the more experienced employees to the next generation of aerospace workers who would be generation Y employees. Funded by NASA and the state of
Florida, the baby boomers – who learn from practical experience, pass on their knowledge using Advanced Learning Environment (ALE), which is an asynchronous web-based training.

Spherion is another international company which provides services such as professional and executive recruitment, employee consulting and assessment. Spherion aims to address e-learning design programs for generation X and generation Y as these two generations make up half of today’s workforce. Their e-learning program is designed to tailor both generations’ needs, including rich experiences, flexibility and achieving instant results, they have also integrated learning initiatives to allow workers to understand the relevance of skills and experiences. Most importantly, their 3 week program includes self-study learning guides, web-based training, web-based discussion fours, online workshops etc in order to suit individuals’ learning capacity.

Nissan Motor Co. Ltd is a global automotive company where e-learning plays a huge role, particularly in regards to communicating with each other and delivering training. Nissan designs e-learning programs that not only take into account generation gap issues, but also cultural issues since it is a global company. Nissan has utilised a Leaning Management System (LMS) called Saba Learning to design their programs, it focuses on centralising all training information online, ensuring that all employees have access to the same learning opportunities and reduce the costs of training administration etc. Nissan emphasises employee development at a personal level thus is an approach more tailored to the individual, this is similar to our group’s national case study, Rebel Sport which is a leading retailer of sporting equipment, apparel and footwear in Australia. They use an e-learning system that is designed by Enfo Knowledge Solutions, it is able to measure the impact of e-learning as it is wired up to the point-of-sale system. They have implemented a web-based induction course which reduces cost and time as there is no need to organise time to monitor and conduct induction courses. Another benefit of a web-based training program is that it is tailored for each employee’s needs as it is flexible, allowing training to be completed at employees own choice, targeting individual learning.

For some, difficulty in adapting to e-learning technologies is often the problem whereas others, such as the later generations are more accustomed to using these technologies. It is believed that the attitudes and behaviours of these different four generations will also affect how well they are able to accept e-learning programs. But through these five different case studies, we were able to conclude that the difference in the generation gaps within an organisation does not have a huge affect the design of e-learning programs.