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NORTH SOUTH UNIVERSITY

HRM 603: TRAINING & DEVELOPMENT

Term Paper

ON

E-Learning: Training On-line

MBA, SCHOOL OF BUSINESS

November 2, 2011


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November 2, 2011

Dr. Kamaluddin Ahmed,

Faculty

School of Business

North South University

Dhaka

Re.: Submission of the Report

Dear Sir,

I am pleased to submit the report that you asked me to prepare as a

requirement for the course HRM 603 (Training & Development) under Masters

of Business Administration (MBA) program.

This report titled E-Learning: Training On-line has given me the opportunity

to learn about on-line training, why it should be developed and implemented

and how to overcome different obstacles. I have also tried to analyze thepresent scenario in Bangladesh and how on-line training can be a big advantage

for different organizations in Bangladesh.

I believe this genuine and honest analysis will help you to have a positive

viewpoint upon me. I will be pleased to deliver you with added explanations or

clarifications that you may feel necessary in this regard.

Thank you.

Sincerely,

Sheikh Ahmed Durlov Adnan

ID # 1020 557 560

MBA Program


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ACKNOWLEDGEMENTS

First, I would like to express my gratitude to Almighty Allah to giveme the strength to complete the report within the stipulated time.

I am deeply indebted to my Faculty Dr. Kamaluddin Ahmed, SeniorLecturer, MBA Program, North South University, Dhaka for hiswhole-hearted supervision during the preparation of the report. Hissuggestions and comments were really a great source of spirit tomake the report a good one.

I would like to give my special thanks and inexpressible greets to myinmates, seniors, and fellow MBA students who gave me theirconstant support, good advice, suggestions and inspiration.

I am unspeakably grateful to my family for the moral support.Without which I could never be in a place like where I am today.Lastly, I would like to express my gratitude to Almighty Allah againfor granting me the opportunity to live and serve.


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Table of Contents

SL. SECTION

PAGE

1.

Introduction.01

2. What is Online

Training..............................................................01

3. E-LearningObjectives.....02

4. Online Training Delivery:

Considerations...04

. 5. Developing E-

Learning...05


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6. Communication technologies used in E-

learning.07

7. Benefits of using E-Learning for Employee

Training and

Development

08

8 . Barriers to e-learning.11

9. Handling Online Training

Problems12

Table of Contents

SL. SECTION

PAGE

10. E-Learning scenario inUSA.14

11. Present scenario in

Bangladesh.15


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12. Why should different organizations in

Bangladesh consider online

training.17

13.

Conclusion....21

14. Reference

Executive Summary

E-learning or training online is defined as the use of the Internet or an

organizational intranet to conduct training on-line. The information and

communication systems serve as specific media to implement the learning

process. E-learning is essentially the computer and network-enabled transfer

of skills and knowledge.


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The rapid growth of e-learning makes the Internet or an intranet as a viable

means for delivering training content. Online training is self-paced learning

activities accessible via a computer and trainees can proceed on their own

time, is interactive, tapping multiple trainee senses, allows for consistency in

the delevery of training, enables scoring of exercises/assesments and theappropriate feedback, incorporates built-in guidance and help for trainees to

use when needed, relatively easy for trainees to update content, can be used

to enhance instructor-led training, and good for presenting simple facts and

concepts. However, E-Learning poses some learning challenges as well.

Because not all trainees may be ready for e-learning, all the trainees may not

have easy and uninterrupted access to computers, requires significant

upfront cost and investment and adequate top management support to be

successful. In addition to concerns about employee access to and desire to

use e-learning, some employers worry that trainees will use e-learning to

complete courses quickly but will not retain and use much of their learning.

Online training can be a big advantage if we can effecively handle the

problems.

While training is not the universal answer for all human performance issues,

it can provide viable solutions to many of the new challenges that face

corporations. Well constructed computer based training, if employed

appropriately, can yield significant improvements in learning and

performance. This positively affects ROI and significantly improves a

corporations competitive advantage.

Introduction

Training is something we hope to integrate into every managers

mindset -Chris Landauer

Training is a process whereby people acquire capabilities to aid in the

achievement of organizational goals. The competitive pressure facing

organizations today require employees whose knowledge and ideas are


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current, and whose skills and attitudes can deliver results. As

organizations compete and change, training becomes even more critical

than before. Employees who must adapt to the myriad of changes facing

organizations must be trained continually in order to maintain and update

their capabilities. Also, managers must have training and development to

enhance their leadership skills and knowledge. In a number of situations,

employers have documented that effective training produces productivity

gains that more than offset the cost of the training.

What is Online Training

E-learning or training online is defined as the use of the Internet or an

organizational intranet to conduct training on-line. Many people possess a

familiarity with the Internet, which has so dramatically altered the way

people do business, locate information, and communicate. An intranet is

similar to the Internet, but it is a private organizational network behind

firewall software that restricts access to authorized users, including

employees participating in e-learning.

The explosive growth in the use of the Internet changes many aspects of

how training is done in organizations. As more and more employees use

computers and have access in Internet portals, their employers look at the

World Wide Web as a means for distributing training to employees located

in widely dispersed locations and jobs.

E-Learning Objectives:

E-Learning represents an innovative shift in the field of learning, providing

rapid access to specific knowledge and information. It offers online


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instruction that can be delivered anytime and anywhere through a wide

range of electronic learning solutions such as Web-based courseware,

online discussion groups, live virtual classes, video and audio streaming,

Web chat, online simulations, and virtual mentoring.

E-Learning enables organizations to transcend distance and other

organizational gaps by providing a cohesive virtual learning environment.

Companies must educate and train vendors, employees, partners, and

clients to stay competitive, and e-Learning can provide such just-in-time

training in a cost-effective way.

Developing and deploying effective e-Learning programs may require

products and services supplied by a variety of vendors, leaving one toconnect the dots. One way to start is to define the goals of the desired

learning solution. Definition of the goals of an e-Learning solution is driven

by the following factors:

Perform task analysis

Determine the tasks to be taught, identify subtasks and other elements

involved, and identify the knowledge, skills, and attitudes required to

complete the tasks efficiently and effectively.

Perform training needs analysis

Identify the target audience for the training. Identify the shortfall in

knowledge, skills, and attitudes of this audience and determine what the

target learners need to know.

Review existing capabilities

Review existing methods and infrastructure for providing training ormeeting learning needs.

Determine expectations

Identify concrete expectations and/or ROI requirements from the desired

e-Learning solution.


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The development of an e-Learning strategy begins by setting goals. What

will the e-Learning strategy accomplish? Without a true understanding of

the goals of the e-Learning strategy, it will be difficult, if not impossible, to

be successful.

Before implementing e-Learning, organizations need to set common goals

or objectives. Common goals and objectives include the following:

To reduce learning costs

As a small business owner, we know that online transactions cost a

fraction as much those requiring paper or staff. Its the same with e-

Learning because there are no papers, no delays, and no travel expenses.

To reduce the time required for effective learning Electronic learning is

sometimes called just-in-time learning. Such learning enables

employees to take what they have just learned from their computer

screens and apply it to the tasks at hand.

To motivate employees

e-Learning is considered an effective way to keep up with new technology,

to generate new ideas, and to keep the workforce fresh and inspired.

To improve flexibility of course delivery

Most smaller businesses dont have the staff to manage their training and

development initiatives. E-Learning technologies can overcome these

administrative restrictions.

To expand the capabilities of the business

Small organizations need to get more out of their high-potentialemployees. E-Learning helps employers take these employees to a higher

level of contribution.

Other goals and objectives include the following:

To reduce the need for classroom training


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To track employee progress

To track training effectiveness (or absorption)

To link training with Knowledge Management

To reduce time away from the job

To improve job performance

To support business objectives

To make learning available anytime, anywhere

Online Training Delivery: ConsiderationsA variety of considerations must be balanced when selecting the online

training method. The common variables considered are:

Nature of training

Subject matter

Number of trainees

Individual vs. team

Self-paced vs. guided

Training resourcesCosts

Geographic locations

Time allotted

Completion timeline

Developing E-Learning

E-learning does not simply mean putting existing training courses and

materials on a Web site. Rather than being adopted just for its gee-whiz

effect, e-learning is meant to meet strategic training needs. Certain

criteria to consider before adopting e-learning include the following.


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Sufficient top management support and funding are committed to

developing and implementing e-learning. Managers and HR professionals must be retrained to accept the idea

that training is being decentralized and individualized. Current training methods (compared to e-learning) are not adequately

meeting organizational training needs. Potential learners are adequately computer literate and have ready

access to computers and the Internet.

Trainees attending pre-scheduled training programs are geographically

separated, and travel time costs are concerns.

Sufficient numbers of trainees exist and many trainees are self-

motivated enough to direct their own learning.

As this figure indicates, e-learning can be developed following several

steps. First, training content must be Web enabled, meaning it is

converted to electronic form. Consequently, the framework, presentation,

and flow of the content must also be seen in light of electronic delivery,

Figure Developing E-Learning

Web-enablecoursecontent

Modularize content

LinkModulecontent totrainingobjectives

CustomizeforLernercentricuse

Identify e-learningmeasurement means


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and rarely does it occur without glitches. For instance, it is insufficient to

put current PowerPoint presentations on-line and call it a training course.

Modularizing of content permits trainees to complete segments of training

materials, rather than sitting for several hours at a time to complete an

entire course. Once modules are developed, then the e-learning must be

made learner centric, which means that users can customize their

learning. For instance, rather than taking an entire module or course, an

employee wanting to learn one segment could access that information

specifically.

Finally, e-learning should be measured, usage tracked, and trainingevaluated to see whether it meets the objectives set. To establish and

implement e-learning requires considerable investment in resources and

time by HR and training staff, managers, and employees, and the return

on that investment should be assessed. Often, employers turn to outside

consultants and firms specializing in e-learning for assistance. Frequently,

application service providers (ASPs) are used to facilitate and implement

e-learning for individual employers.

Communication technologies used in E-learning

Communication technologies are generally categorized as asynchronous

or synchronous. Asynchronous activities use technologies such as blogs ,

wikis , and discussion boards . The idea here is that participants may

engage in the exchange of ideas or information without the dependency

of other participants involvement at the same time. Electronic mail

(Email) is also asynchronous in that mail can be sent or received without

having both the participants involvement at the same time.

Asynchronous learning also gives participants the ability to work at their
http://en.wikipedia.org/wiki/Bloghttp://en.wikipedia.org/wiki/Wikihttp://en.wikipedia.org/wiki/Discussion_boardhttp://en.wikipedia.org/wiki/Asynchronous_learninghttp://en.wikipedia.org/wiki/Bloghttp://en.wikipedia.org/wiki/Wikihttp://en.wikipedia.org/wiki/Discussion_boardhttp://en.wikipedia.org/wiki/Asynchronous_learning


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own pace. They have the opportunity to complete their work in a low

stress environment.

Synchronous activities involve the exchange of ideas and information with

one or more participants during the same period of time. A face to facediscussion is an example of synchronous communications. In an "E"

learning environment, an example of synchronous communications would

be a skype conversation or a chat room where everyone is online and

working collaborativelly at the same time. Synchronous activities occur

with all participants joining in at once, as with an online chat session or a

virtual classroom or meeting.

Virtual classrooms and meetings can often use a mix of communicationtechnologies. Participants in a virtual classroom use icons called

emoticons to communicate feelings and responses to questions or

statements. Participants are able to 'write on the board' and even share

their desktop, when given rights by the instractor. Other communication

technologies available in a virtual classroom include text notes,

microphone rights, and breakout sessions. Breakout sessions allow the

participants to work collaboratively in a small group setting to accomplish

a task as well as allow the instractor to have private conversations with

his or her participants.

The virtual classroom also provides the opportunity for participants to

receive direct instruction from a qualified instractor in an interactive

environment. Participants have direct and immediate access to their

instructor for instant feedback and direction. The virtual classroom also

provides a structured schedule of classes, which can be helpful for

participants. The virtual classroom also provides a social learning

environment. Most virtual classroom applications provide a recording

feature. Each class is recorded and stored on a server, which allows for

instant playback of any class. This can be extremely useful for


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participants to review material and concepts for an upcoming training

session.

Benefits of using E-Learning for Employee

Training and Development

Due to rapid changes in technology, new techniques, such as business

skills training online via the Internet, are available for employee

development that generally offers better results. Employers find the need

for continual training of employees to keep up with innovations.

For example with computers forming an essential part of most businesses,

it becomes necessary to train staff in any new programs that hit the

market that are valuable to the organization. One cannot employ new

people each time a new program is invented. One of the best training

methods can be online learning.

The benefits of using e-learning for employee training and development in

order to upgrade employee knowledge base are attracting an increasing

numbers of employers for several reasons.

Time is money and most employers realize the setback their business

suffers when employees have to put their work on hold and travel to

attend training seminars and programs. It is a catch 22 situation for the

employer who finds that if the employee is sent to study then the work

suffers and if the employee is kept back then too there is a backlog of

work. Online business skills training programs solve this problem by

enabling the employer to introduce employee training and development

plans through the process of e-Learning.


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Employees can increase their productivity by following the online

employee training and development programs in the comfort of their

office or home. Thus, one of the most important benefits of using e-

learning for business skills development is the time saved which also

saves money. E learning programs are available at the place of

convenience to the employee or the employer rather than the other way

round.

E-Learning for employee training and development also translates to

increasing productivity of the employee. Since the programs are

taught online, one can over see the entire process and judge how it is

affecting the productivity of the employee. Because the instruction is

online day-to-day progress of the employee can be monitored and

tracked, resulting in maximum benefit of the training program.

Employees can grasp and understand the instruction of these online

employee training and development programs at their own pace. With

regular seminars and training programs, if the employee is unable to

understand a concept it is not always possible to go through it again. On

the other hand, with e leaning training programs one can replay any

aspect of the program until comprehended absolutely. Since e-Learning is

not restricted by time, it allows one to go through the entire curriculum

without having the pressure of time on the mind. At the same time, it is

easy to skip the parts that one already knows about thus saving time

doing repetitive study.

There are many good employee training and development programs

available online which cover a variety of subjects like accounting and

bookkeeping, sales, management, business communication, and

negotiation skills development. Both employers as well as employees can

review the entire selection of online employee training and development

courses on web directories like eLearningYellowPages.com and select the

program most applicable to them. One can undertake to study several


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programs at the same time if so required since physical presence is not

required while studying online.

Using E-Learning for employee training and development enables one to

takes various online tests and quizzes that enable one to judge thepresent knowledge base of the participant. Employers can go through

these test results and decide exactly where the employee stands.

It was believed that online employee trainings lack the competitive spirit

and so fails to provide the necessary push to learn as well as perform.

However, with chat rooms and virtual discussion rooms coming alive e-

leaning programs have given a new meaning to interaction. Similar

ranked employees all over the globe are able to compete as well as gaininsight from each other. Only e learning can bring together such a large

array of students.

Using e-learning for employee training and development also saves

incidental overhead expenses. Various travel and lodging expenses have

to be incurred by the employer when choosing to send an employee for a

training program. Apart from the incidental costs, these programs have

hefty fees, which also have to be paid by the employer. On the other hand

e-learning programs have a nominal one time cost. There is no such

provision in the case of regular employee training seminars and courses.

The benefits of using distance learning for employee training and

development has translated into a phenomenal growth in online studies

and the trend seems to be growing rapidly.

Barriers to e-learning


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Many people still see the classroom as best for cutting-edge advanced

skills, group and teamwork activity, and instruction in which face-to-face

interaction is crucial. It's safe and predictable. Change to new methods

represents risk, uncertainty and instability. The implementation of

classroom-based training is easy and something we know how to do,

whereas e-learning provides a different level of complexity.

At an organizational level the following barriers to implementation exist:

persuading management to invest in e-learning

making the case for e-learning

ensuring there is the technical capability to deliver e-learning and

there is no difficulty for learners to access the material

overcoming workplace constraints that can impact e-learning, such

as supervisors not providing sufficient time for the learning to occur

equipping learners with the skills to participate in e-learning

engaging learners in using e-learning and linking this to

employability (making the learning exciting and relevant)

measuring the effectiveness of e-learning outcomes and linking

them with business targets

overcoming negative perceptions of e-learning (for example, that it

is impersonal, or not as good as classroom training, or that the

medium is seen as a threat).

At an employee level these are the main predictors of barriers in using e-

learning:


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organizationallack of proper policy and planning and supportive

culture (for example, time for training, incentives, resources)

self-efficacylack of behavioral skills such as taking responsibility

for learning and time management

computer competenceinsufficient computer and Internet skills, and

fear of exposure in a new environment.

Handling Online Training Problems

Online training can be a big advantage, but it only works as well as the

computer systems it has been installed on. Running software on outdated

or slow computer systems can cause problems. Most training software

comes with a list of system requirements and should be followed exactly.

These requirements include:

1. Minimum hard drive space needed for program installation

2. Computer RAM requirements (i.e. 500mb RAM required to run theprogram)

3. Operating system requirements (Windows or Mac)

Some training programs may conflict with other programs. If the

instruction manual says to close other programs before running, this

should be followed. Interruptions in electrical power may affect training. A

power surge or a single second of interrupted power may cause the

program to shut down or crash. Surge protectors can prevent these

problems. Using an uninterruptible power supply, or UPS, prevents losing

data during temporary power outages. The UPS is a battery backup, which

automatically starts when the electricity is cut off. The UPS keeps the


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machine running for as long as the battery reserve lasts, keeping the

training or testing session from being interrupted.

During the testing phase of online training, you may be required to take

the entire test session over again if there's data loss, computer crash, orother technical problems. Many online training tests don't allow users to

stop and start the test over again.

A third issue to contend with is computer hacking. The illegal compromise

of a computer or computer network is the classic definition of hacking.

People break into computers and networks for a wide variety of reasons,

including data theft. If an online training program is hacked, third parties

get illegal access to username and passwords, test results and any otherconfidential information. To avoid hacking, many companies offer training

on closed systems. If training is offered on public Internet connections,

steps need to be taken to safeguard private data. These may include

using:

When you take online training, you may experience problems with the

computer, accidentally exit out of the program or need to go back to a

specific section of your training for review. While the instruction phase of

your training should cover these general issues, sometimes they're

overlooked. It's best in these situations to contact the person who

supervises the online training for help.

It's particularly important to know what to do in case of problems during

the testing phase of your online training. If anyone has any doubts, should

ask the training supervisor before the online testing phase of the training

begins. A common problem for online testing programs is losing the

network connections due to inactivity. If this is the case, trainee may need

to get a training supervisor's help to re-establish the connection. A trainee

may not be able to back out of the test phase or step away from the

computer once testing begins.


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E-Learning scenario in USA

The growth of e-learning is seen in a number of statistics. One studyforecasted that U.S. spending on e-learning is increasing 400% every

three years and is expected to total about $15 billion by 2004. Adding in

global employers raises this figure even higher. Another indicator comes

from American Society of Training & Development (ASTD), which found

that the firms surveyed delivered about 8.4% of their training through e-

learning. Even though e-learning has leveled off some in smaller

companies, larger companies continue to make the most use of e-

learning-almost 14% of their training is done using e-learning. This higher

percentage is understandable because larger firms have more resources,

and they also benefit most from the saving in distribution and travel costs

due to the economies of scale provided by e-learning. For example, Delta

Airlines uses on-line delivery to provide government-required training to

about 70% of its workforce. Previously the courses were paper based and

took 6-8 hours. E-learning training now allows employees to complete the

training in an hour, with course participation and test results beingtracked online. Significant cost savings for Delta have resulted because

the training takes less work time and most employees no longer have to

travel to centralize training facilities.

Present scenario in Bangladesh

In Bangladesh we have not seen that organizations are updating

themselves enough as time passes and for that reason the present human

resources of different organizational sector are becoming obsolete in

comparison with modern day business concepts & strategies. In recent

days we have seen some pragmatic steps but these are not enough and


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much improvement is still possible. Senior executives and Board of

Directors in numerous organizations and financial institutions dont have

much idea about online training and its benefits for the trainees and the

organizations at the same time. We have seen banks and other financial

institutions send their entry level employees for different training

programs at BIBM, BMDC, ICMAB and other institutions. But if these

companies have enough facilities and equipment for organizing online

training program , it can save significant amount of time and cost for these

organizations. In different organizations senior executives dont have

strong mindset and clear vision toward designing online training programs

and they are not too conscious about developing and implementing it and

ensuring sufficient facilities regarding that.

All the employees are not professionally trained enough in the computer

literacy part. For that reason, the EOP (Expected Organizational

Performance) is always much below than the AOP (Actual Organizational

Performance). So, the triggering effect always indicates to provide

training upon basic computer literacy to each and every individual worker

of the organization which will lead to improved professionalism and also is

the major pre-requisite for online training. Without adequate computerliteracy, online training will not be successful and beneficial for the

trainees and their respective companies as well. Successful

implementation of online training program will be helpful for increasing

the competence level of the employees and organizational culture will be

improved by changing employees attitude and behavior.


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Why should different organizations inBangladesh consider online training

There are four main reasons to consider a program of online

training:

1. Reduce Costs

When we consider the costs involved with live training, online

training begins to seem like a no-brainer. Facility and audio/video

equipment rental costs, travel and hotel expenses, and meals and

refreshments for attendees all add up. In addition, consider the

value of the time lost to the attendees, employees or members,

as they travel to and from the training session. Online registration

and web conferencing are very inexpensive, and allow the

attendees to attend from almost anywhere.

2. Expand Reach

When the training is live, audience reach is often not what we

would desire. Some potential attendees cannot afford the travel

or to be away from the office. For others it is just simply

inconvenient to attend, particularly if the training site is not


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centrally located to them. When we make our training and

education program virtual, our potential audience suddenly

becomes worldwide. Someone across the country can attend for

the same cost and time as someone in the next office. Implement

virtual training and watch our attendance rates soar. Archiving

our sessions for future viewing will help us to expand our reach

even further.

3. React Quickly

When a law or regulation changes, a crisis erupts, or a new

product must be quickly rolled out to gain or retain market share,

time is of the essence. The time lost in planning to get our

constituents together for live training can cost our organization

dearly. Having a virtual system at the ready for these

communications can allow the organization to react quickly,

almost instantly in these cases. Bring the members up to speed

on the latest information before the competitors do. Bring the

new product or service to market first. Arm our audience with the

knowledge they need to make them the most knowledgeable and

up-to-date in their industry, before anyone else.

4. Integrate Technology-Based Learning into Business

Processes

Utilizing the latest in technology shows our constituents that we

are cutting edge and up-to-date. Our audience, particularly those

who are of younger generations, will be looking to affiliate with

associations and organizations that utilize the full benefits of

technology. Our audience will appreciate the ease with whichthey will be able to obtain training and education and the time

and money online methods will save them.

More Benefits of Online Training


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1. Increase Time-to-Competency

Bring our staff or members up to date as quickly as possible.

Utilizing virtual training and education methods allows us to

schedule updates on-demand, and more frequently if needed.

Frequent, timely information will increase the overall competency

of our audience, making them the experts in their fields.

2. Strengthen Client Relationships

Become a strategic partner in the success of our clients. Use

online methods to bring information on changing laws,

regulations, and other timely information to our clients before our

competitors do. Establishing us as the go-to organization for

information cements us as the vendor of choice for our clients.

Information adds value to any relationship.

3. Increase Revenue

Create revenue-generating opportunities by charging for training

and education. Associations strive to maintain relevance in

todays world. Those who are successful have discovered the

rewards of offering education, training, and information as a

value-add to their members. The benefits are many. Associations

benefit from the non-dues revenue, increasing membership, and

member retention. Members benefit from low-cost information,

training, and continuing education units, often required for their

job, certification or license. Associations today are fighting for

membership dollars. Those who provide online services will rise

above their competitors as they increase the value of their

membership. Some programs may even be offered at no-chargeor minimal charge to members when underwritten by a vendor or

other sponsor.

4. Increase Sales Effectiveness

Increase sales effectiveness by enabling our sales team to sell


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new products and services as soon as they are released.

Accelerate time-to-market by gathering our sales team online

whenever a new product or service is rolled out, a product recall

is announced, or a new marketing plan is being introduced. Allow

our teams to be armed with the latest information as quickly as

possible, to enable them to be a step ahead of the competition.

Have our salespeople utilize online services to demonstrate

products and make virtual sales calls.

5. Utilize Subject Matter Experts (SMEs)

Utilize virtual means to allow the organizations subject matter

experts to interact with our potential clients. For example, if

selling software, whether the sales call itself is live or virtual,

have the IT expert on the product interact with the potential

client on the sales call virtually. We cant take our experts out of

the office to make sales calls, but we can have them add their

expertise quickly and easily through conferencing. The added

presence of a SME adds an extra layer of expertise and credibility

to our sales process and helps to distinguish us from the

competitors. Many subject matter experts are more effectivecommunicators online than in front of a live classroom, making

this medium perfect for adding their expertise within their

comfort level.

6. Increase Client Satisfaction

Imagine how easy and cost efficient it could be to connect with

our clients via conferencing, in order to bring them the latest

updates, or to offer them free or reduced-cost training oncomplex products and services. This is a way to really add value

to our clients and increase their satisfaction. We dont want to be

viewed only as a vendor, but as an integral partner. Client

retention is increased when the training and educational services

we provide after the sale become integral to our clients success.


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Looking at our product line to see if theres a way to utilize online

training with our clients to provide something our competitors

dont.

7. Increase Collaboration and Interaction Todays online tools allow for collaboration through polling,

chatting, live conversation, and desktop sharing. Many have

found that the interaction of the group is actually increased when

meeting online, compared to those who attend in a lecture

setting.

Conclusion

In sum, e-learning is the latest development in the evolution of training

delivery. However, some of the biggest obstacles will continue to be

keeping up with the rapid change in technological innovation, knowing

when and how much to invest, and dealing with employee and manager

resistance to change. Undoubtedly, e-learning will have a major impact on

HR and training because online training is easily accomplished through

todays web conferencing and streaming services. Our attendees can

attend the training sessions from their home or office; anywhere they

have a computer and an Internet connection.

While the most obvious impact of e-learning is the significant time and

cost savings it can produce over traditional training, more significant

impact on ROI (Return on Investment) can be achieved as a consequenceof e-learning. Well constructed e-learning is not only faster and less

expensive than classroom training but also more effective. Numerous

studies have shown that people learn faster with multimedia training; they

more accurately recall what they learned over a longer period of time, and

they are better able to transfer what they learned to actual performance.


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Studies conducted by the military, education and industry cite a 15-25%

increase in learning with significant increases in retention and transfer of

training. Brandon Hall (1995) reviewed a number of studies on multimedia

training and return on investment. In all studies reviewed the results

indicated significant increases in the quality of learning when computer

based training was compared with traditional classroom instruction.

While training is not the universal answer for all human performance

issues, it can provide viable solutions to many of the new challenges that

face corporations. Well constructed computer based training, if employed

appropriately, can yield significant improvements in learning and

performance. This positively affects ROI and significantly improves acorporations competitive advantage.

Reference:

1. Human Resource Management

Robert L. Mathis & John H. Jackson, 10 ed., Thompson Learning Inc

2. http://www.bizhelp24.com/personal/advantages-disadvantages-of-learning-online.html

3. http://www.ehow.com/facts_4797506_online-training-advantages-disadvantages.html

4. http://www.resourcebridge.net/Articles/eLearn_Objectives.html

5. Hall, Brandon (1995a). Return-on-Investment and Multimedia Training: a Research Study. Sunnyvale, CA: Multimedia TrainingNewsletter .
http://www.bizhelp24.com/personal/advantages-disadvantages-of-learning-online.htmlhttp://www.bizhelp24.com/personal/advantages-disadvantages-of-learning-online.htmlhttp://www.ehow.com/facts_4797506_online-training-advantages-disadvantages.htmlhttp://www.ehow.com/facts_4797506_online-training-advantages-disadvantages.htmlhttp://www.resourcebridge.net/Articles/eLearn_Objectives.htmlhttp://www.bizhelp24.com/personal/advantages-disadvantages-of-learning-online.htmlhttp://www.bizhelp24.com/personal/advantages-disadvantages-of-learning-online.htmlhttp://www.ehow.com/facts_4797506_online-training-advantages-disadvantages.htmlhttp://www.ehow.com/facts_4797506_online-training-advantages-disadvantages.htmlhttp://www.resourcebridge.net/Articles/eLearn_Objectives.html


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6. Hall, Brandon (1995b, July/August). Multimedia Training's ReturnonInvestment: Workforce Training News

7. William D. Graziadei, Sharon Gallagher,Ronald N. Brown,JosephSasiadek Building Asynchronous and Synchronous Teaching-Learning Environments: Exploring a Course/Classroom Management System Solution

8. Graziadei, W. D., et al., 1997. Building Asynchronous andSynchronous Teaching-Learning Environments: Exploring aCourse/Classroom Management System Solution
http://www.cni.org/projects/netteach/1993/prop01.htmlhttp://www.cni.org/projects/netteach/1993/prop01.htmlhttp://www.cni.org/projects/netteach/1993/prop01.htmlhttp://horizon.unc.edu/projects/monograph/CD/Technological_Tools/Graziadei.htmlhttp://horizon.unc.edu/projects/monograph/CD/Technological_Tools/Graziadei.htmlhttp://horizon.unc.edu/projects/monograph/CD/Technological_Tools/Graziadei.htmlhttp://www.cni.org/projects/netteach/1993/prop01.htmlhttp://www.cni.org/projects/netteach/1993/prop01.htmlhttp://www.cni.org/projects/netteach/1993/prop01.htmlhttp://horizon.unc.edu/projects/monograph/CD/Technological_Tools/Graziadei.htmlhttp://horizon.unc.edu/projects/monograph/CD/Technological_Tools/Graziadei.htmlhttp://horizon.unc.edu/projects/monograph/CD/Technological_Tools/Graziadei.html

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