8/3/2019 TERM PAPER T&D
1/29
NORTH SOUTH UNIVERSITY
HRM 603: TRAINING & DEVELOPMENT
Term Paper
ON
E-Learning: Training On-line
MBA, SCHOOL OF BUSINESS
November 2, 2011
8/3/2019 TERM PAPER T&D
2/29
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
8/3/2019 TERM PAPER T&D
3/29
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.
8/3/2019 TERM PAPER T&D
4/29
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
8/3/2019 TERM PAPER T&D
5/29
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
8/3/2019 TERM PAPER T&D
6/29
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.
8/3/2019 TERM PAPER T&D
7/29
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
8/3/2019 TERM PAPER T&D
8/29
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
8/3/2019 TERM PAPER T&D
9/29
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.
8/3/2019 TERM PAPER T&D
10/29
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
8/3/2019 TERM PAPER T&D
11/29
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.
8/3/2019 TERM PAPER T&D
12/29
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
8/3/2019 TERM PAPER T&D
13/29
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_learning8/3/2019 TERM PAPER T&D
14/29
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
8/3/2019 TERM PAPER T&D
15/29
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.
8/3/2019 TERM PAPER T&D
16/29
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
8/3/2019 TERM PAPER T&D
17/29
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
8/3/2019 TERM PAPER T&D
18/29
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:
8/3/2019 TERM PAPER T&D
19/29
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
8/3/2019 TERM PAPER T&D
20/29
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.
8/3/2019 TERM PAPER T&D
21/29
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
8/3/2019 TERM PAPER T&D
22/29
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.
8/3/2019 TERM PAPER T&D
23/29
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
8/3/2019 TERM PAPER T&D
24/29
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
8/3/2019 TERM PAPER T&D
25/29
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
8/3/2019 TERM PAPER T&D
26/29
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.
8/3/2019 TERM PAPER T&D
27/29
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.
8/3/2019 TERM PAPER T&D
28/29
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.html8/3/2019 TERM PAPER T&D
29/29
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