Electronic learning (or "e-learning) has become an integral part of organizational training. E-learning may be delivered via numerous electronic media, including the Internet, intranets, extranets, satellite broadcast, audio/videotape, interactive television, and CD-ROM. At its best, e-learning is individual, customized learning that allows learners to choose and review material at their own pace. E-learning is efficient because it shortens the time required to update workers on new products, methods, and processes. Proponents of e-learning suggest that it provides real-time learning of critical or just-in-time knowledge. With state-of-the-art e-learning management systems, training costs can be traced to individual learners and costs can then be measured against results. Advocates believe that online training is better, faster, and cheaper than conventional training. Trainers planning to launch an e-learning program for their organization's employees should heed the following guidelines: (1) make sure that top management supports the initiative; (2) determine the program's target audience and identify audience members' learning styles; (3) examine the training program's content and ascertain whether the program must be built from scratch; (4) determine which instructional methodologies will be used; and (5) establish a proposed time frame for development, allowing adequate time to for approval of instructional methods and for evaluation periods. (Contains 14 references.) (MN)