The ASTD E-Learning Handbook: Best Practices, Strategies, and Case Studies for an Emerging Field, by Allison Rossett (Ed.). (2002). New York: McGraw-Hill. 543 pages, $49.95 (cloth). ISBN 0-0713-8796-X.
✍ Scribed by Penina Mungania
- Publisher
- John Wiley and Sons
- Year
- 2003
- Tongue
- English
- Weight
- 53 KB
- Volume
- 14
- Category
- Article
- ISSN
- 1044-8004
No coin nor oath required. For personal study only.
✦ Synopsis
Like many other technologies, e-learning has its enthusiasts and skeptics. The enthusiastic view seems to dominate most of the e-learning literature, giving positive attributes of e-learning, high growth indicators, and lots of promises. However, as Allison Rossett, the editor of The ASTD E-Learning Handbook, notes, "The delicious e-learning honeymoon appears to be over" (p. 9). Thus, her purpose for writing this book was to "encourage dialogue, reflection, planning, and action surrounding e-learning" (p. xiii). Critics are increasingly pressing for quality and standards in e-learning, and practitioners are seeking best practices in instructional design, content development, implementation, project management, and evaluation of e-learning. This book does a good job of capturing these topics through contributions from chapter authors who share both positive and negative experiences with e-learning. By incorporating ideas and experiences from recognized experts in e-learning, this book provides a key resource for HRD practitioners and other e-learning stakeholders.
The notable features of this book are Rossett' s definition of e-learning, a perspective that she calls the "big tent view." This broad view goes beyond common definitions that limit e-learning to an instructional delivery tool. This perspective expands the scope of e-learning to encompass five functions: (1) learning, (2) information support and coaching, (3) knowledge management, (4) interaction and collaboration, and (5) guidance and tracking. Past definitions focused primarily on the learning component, leaving out the other elements, which are just as valuable. Second, the contributions of various e-learning practitioners and academics offer enriching experiences that are needed as e-learning continues to take root. The discussions in this handbook clearly indicate growing dialogue and offer a more holistic view of e-learning.
This review explores the book' s strengths, contributions to HRD, an overview, and limitations. The target audiences for this book are executives and HRD practitioners, but the experiences shared, topics discussed, and the questions raised are valuable to various stakeholders. The book should appeal to a wide audience of practitioners, researchers, administrators, managers, academics, students, and e-learning vendors and providers.