E-Training Readiness at Sultan Qaboos University

This study aims to analyze the level of readiness of employees at Sultan Qaboos University for implementing e-training programs. It highlights the benefits and challenges of e-training and provides recommendations for a proposed paradigm shift. The study will help the university in providing better training methods to the employees and increase their level of performance. The major problem in the country is the decreasing price of oil that has affected the economy of Oman. The study will help in focusing on the maximization of the revenue in the gas and non-oil sector so that it can help in uplifting the economy.

Running head: DISSERTATION
The Level of E-Training Readiness at Sultan Qaboos University:
Basis for a Proposed Paradigm Shift
Name of the University
Name of the Student
Author Note

1DISSERTATION
Acknowledgement
Thank you to all of those who have helped listened and encouraged me throughout this study.
I am indebted to my supervisor ……………………. whose guidance, advice and patience
have been immeasurable, my mom, husband and my little daughter. My sincere thanks to all
members of the…………… [Mention your university/college name], both staff and students,
whose continuous support have made this thesis possible.
I would like to thank all of the participants in the study: students, teachers and Local
Education Authorities, for the time and help given throughout. Without their participation,
this research would not have been possible. In this context, I am also thankful to them, whose
research work helped me to execute this paper well.
Finally, I thank my family, without whom this thesis would not have been started or
completed! Your encouragement and support have never faltered; thank you.

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Abstract
The study will try to analyze the level of readiness that the employees will gain when the use
of electronic training programs will be implemented in the system. It will also provide better
insights to the university regarding the benefits that are present in e-training activities along
with the disadvantages. The necessary factors will also be highlighted that can help in
increasing the implementation of the e-training activities within the university based on
which the challenges of the employees can be avoided. The study will also help on providing
better recommendations regarding the shifts that the management of the university needs to
take so that it can provide better training methods to the employee. The important aim of this
research is to discover the level of readiness on the employees of Sultan Qaboos University
for implementing the e-training. In addition, it objects to classify the prospect advantages and
disadvantages of e-training. The major problem in the country is the decreasing price of oil
that has affected the economy of Oman. The study will help in focusing on the maximization
of the revenue in the gas and non-oil sector so that it can help in uplifting the economy. The
study will be based on Sultan Qaboos University, as they have an important part in training
the employees within groups so that they can increase the level of performance within and
outside the country.

3DISSERTATION
Table of Contents
1: Introduction............................................................................................................................6
1.1: Background of Research.................................................................................................6
1.2: Problem Statement..........................................................................................................7
1.3: Research Objectives........................................................................................................7
1.4: Research Questions.........................................................................................................8
1.5: Research Hypotheses......................................................................................................8
1.6: Research Outcomes.........................................................................................................9
1.7: Limitation of the Study...................................................................................................9
1.8: Research Structure..........................................................................................................9
Chapter 2: Literature Review...................................................................................................11
2.1: Identify the Role of E- Training in Improving Productivity.........................................11
2.2: Interactivity and Trust of E-Training............................................................................13
2.3: The impact of E-Training on HR Retention..................................................................15
2.4: E-Training Potential Advantages..................................................................................16
2.5: E-Training Potential Disadvantages..............................................................................19
2.6: Factors Affecting E-Training........................................................................................22
2.7: Current Challenges of E-Training Implementation Programs in SQU.........................25
2.8: Trainings Conducted in Sultan Qaboos University.......................................................26
Chapter 3: Research Methodology...........................................................................................28
3.1: Research Purpose..........................................................................................................28

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3.2: Research Approach.......................................................................................................28
3.3: Research Instrument Design.........................................................................................29
3.3.1: Survey Design........................................................................................................29
3.3.2: Interview Design....................................................................................................30
3.4: Data Collection.............................................................................................................30
3.4.1: Population and Sample Size...................................................................................30
3.4.2: Ethical Approval....................................................................................................31
3.5: Pilot Study of Questionnaire.........................................................................................31
3.6: Survey management......................................................................................................31
3.7: Research hypotheses.....................................................................................................31
3.8: Data analysis method....................................................................................................31
Reference List..........................................................................................................................33
Appendices...............................................................................................................................38
Appendix 1: Survey questions.............................................................................................38
Appendix 2: Interview questions.........................................................................................40

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List of Figures
Figure 1: Technology Acceptance Model................................................................................11
Figure 2: E-training on HR retention.......................................................................................16
Figure 3: Increased E-learning over the years..........................................................................17

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1: Introduction
To ensure that the workforce of a country is competent enough, it is necessary to
provide adequate training facilities so that the employees can have a better level of
knowledge and skills in the market. It is also one of the best forms of human resource that
can help in increasing the economy of the country. It helps in providing a competitive
advantage, as the demand of the jobs are met according to the infrastructure that are present
in the market based on the prerequisite skills and knowledge that is possessed by the
employees. The use of the latest technologies has helped in providing better level of training
to the employees so that they can be competent with the level of skills and knowledge that are
possessed by them. This will ensure that the productivity of the organizations can be
increased to a great extent (Clark and Mayer 2016).
1.1: Background of Research
The development of the information technology in the last decade has shown that the
level of productivity has increased to a great extent, which has helped the organization in
achieving their goals and objectives in a proper manner. Training plays an important part in
the lives of the employees within the organization, as it allows them in completing the work
within the estimated time in a proper way. It also allows the organization in taking up cost-
effective methods so that maximum benefit can be achieved with the help of training
(Daradoumis et al. 2013). The use of the information technology has allowed the companies
in taking up the electronic methods of training so that it can be provided to the employees in a
proper way. The organization needs to understand the needs of the employees so that the
process of training can be effective to them and help in increasing the productivity level of
the company. The e-training systems help the companies in providing the training methods
that are suitable to the employees so that it can result in increasing their level of knowledge
within the system. This allows the companies and the organizations in gaining a competitive

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advantage in the market so that they can increase the power of revenue as well (Arunachalam
2014).
1.2: Problem Statement
The major problem in the country is the decreasing price of oil that has affected the
economy of Oman. The study will help in focusing on the maximization of the revenue in the
gas and non-oil sector so that it can help in uplifting the economy. The study will be based on
Sultan Qaboos University, as they have an important part in training the employees within
groups so that they can increase the level of performance within and outside the country. The
mission of the organization is to provide efficient training to the employees so that they can
be highly skilled and the level of competence can be increased within the organizations
(Cheung and Vogel 2013). The university is run by the government and the training methods
that are taken up within the organization is old. This has resulted in the lack of skilled human
resources, which needs to be increased to a great extent. The researches that were conducted
earlier had indicated that due to the lack of the advanced technologies in the training
methods, it has led to the fall in the level of skills among the employees. The use of electronic
training methods will help the employees in improving the level of satisfaction within the
employees and will also equip them with better benefits in the future actions as well. The use
of the modern day training methods will help in providing flexibility among the employees
along with the cost-effective techniques that will allow in decreasing the cost of
implementing the shifts within the university (Rennie and Morrison 2013).
1.3: Research Objectives
The important aim of this research is to discover the level of readiness on the
employees of Sultan Qaboos University for implementing the e-training. In addition, it
objects to classify the prospect advantages and disadvantages of e-training. Furthermore, the
study will point out the possible challenges that could face the application of e-training. The

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overall objective of this research is to find solutions for problems related to human resources
management and increase the employee performance. The following are the objectives of this
research;
 To know the current status of the trainings conducted in Sultan Qaboos University in
the academic year 2016-2017.
 To give light to the challenges of a shift from a traditional training programs
implemented in Sultan Qaboos University to e-training.
 To investigate the level of readiness of the employees in the implementation of the e-
training programs.
 To recommend a proposed plan of actions that would aid the Management on the
possible shift
1.4: Research Questions
This study will address the following questions:
1. What is the current status of the trainings conducted in Sultan Qaboos University in
the academic year 2016-2017?
2. What are the challenges in implementing the traditional training programs in Sultan
Qaboos University specifically on the planned shifting to e-training?
3. What is the level of readiness of the employees in the implementation of the e-training
programs?
4. What recommendations which can be proposed to decide on a plan of actions that
would aid in the process of shifting?
1.5: Research Hypotheses
The research will be based on the following hypothesis:
H0: The Employees are not ready on the possible shift from traditional training to e-training

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H1: The Employees are ready on the possible shift from traditional training to e-training
1.6: Research Outcomes
The study will try to analyze the level of readiness that the employees will gain when
the use of electronic training programs will be implemented in the system. It will also provide
better insights to the university regarding the benefits that are present in e-training activities
along with the disadvantages. The necessary factors will also be highlighted that can help in
increasing the implementation of the e-training activities within the university based on
which the challenges of the employees can be avoided. The study will also help on providing
better recommendations regarding the shifts that the management of the university needs to
take so that it can provide better training methods to the employee.
1.7: Limitation of the Study
The study that has been conducted has been based on Sultan Qaboos University and
the results that has been found may not be applicable in case of other institutions. The
research has been conducted based on a particular population within a stipulated period of
time. The findings that has been presented in the study is dependent on the reliability and
honesty of the participants who has taken part in the interview and questionnaire session.
1.8: Research Structure
The study has been divided in to five chapters where the first chapter is the
introduction to the research that will be conducted. It deals with the problem that the research
has aimed to provide the solution for along with the objectives and questions that the study
has addressed.
The second chapter is based on the literature review that has been conducted by taking
in to consideration the various studies of different scholars. It has helped the researcher in
understanding the importance for which the study is being conducted. The third chapter deals

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with the research methodology where the researcher has defined the various methodological
tools and provided justifications as well for the methods has been taken up.
The fourth chapter has provided a detailed descriptions of the findings and the
analysis based on the survey and the interview process that was conducted. The survey that
was conducted has been provided with the help of tables and graphs along with the
explanations below it. The fifth chapter consists of conclusion and recommendation that will
summarize the entire study and provide recommendations that will be viable for the
university to take up.

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Chapter 2: Literature Review
2.1: Identify the Role of E- Training in Improving Productivity
E-training is the kind of training that is provided to the employee with the help of the
latest technologies that are available so that it can help in enhancing their level of
competency. It is the use of training knowledge that helps in facilitating and supporting the
performance of the employees so that it can be enhanced, which will allow them in achieving
the goals and objectives of the company where they are currently employed (Kelly, Lesh and
Baek 2014).
The use of this training program will; help in increasing the level of flexibility among
the employees so that they can be a better expert in balancing their work and training shifts.
The flexibility is due to the fact that the employees do not have to attend classes for their
training programs for gaining knowledge regarding the type of work that they need to do
within the organization (Chow and Shi 2014). It will allow the employees in gaining the
knowledge through the online platforms that will also save their time. The learning process
can be interactive as well, which will allow the employees in gaining necessary feedback
form the management when they are working within the floor. This will result in increasing
the level of productivity of the organization as well (Oproiu 2015).
Figure 1: Technology Acceptance Model
(Source: Oproiu 2015)

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It also helps in increasing the level of retention among the employees, as the use of
the latest technologies in the training methods will allow the employees in engaging in the
activities in an efficient way. This will result in increasing the level of productivity so that
new employees do not need to be hired by the organization. It will also act as a cost-effective
method, as the experienced employees can be retained within the system (Al-Adwan, Al-
Adwan and Smedley 2013). The use of the new training programs will also enable in
instilling a sense of obligation among the employees by providing them with all the support
so that it can lead to the increase in their level of productivity. It will also generate a better
level of stability among the employees, as new and improved methods of training will enable
them in getting a better understanding of the work that they are doing within the organization
(Urh, Vukovic and Jereb 2015).
It will also result in increasing the level of engagement of the employees towards the
organization. The use of the skills that are advanced with the help of new methods of learning
will help the employees to be more dedicated towards their work until the management gets
hold of revised mechanisms that may require to enhance the skills of the employees again
with respect to the diversification in their process of work (Elnag and Imran 2013). The
training that will be provide to the employees through this new method will also be valuable,
as it will help them in enhancing their knowledge and skills in a better manner. This will
ensure that the work can be done within a particular period of time so that the level of
productivity can be increased (Kim and Ployhart 2014).
The courses that are set for the employees can be developed in the midway as well if
the management wants to increase the level of skills among the employees. This is due to the
fact that the traditional courses are set in a particular manner and the use of the e-learning
techniques will help the organization in changing the course according to the needs and
preferences of the employees as well (Decker et al. 2014). This will ensure that better level of

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productivity can be achieved within the organization. The increase in the level of productivity
also takes place due to the effective methods of communication among the employees. The
use of the e-learning systems within the organization will allow the employees in
communicating with the subordinates and management in an efficient manner so that the
process of feedback can be increased. The increase in the communication power will allow
the employees in completing their projects at a faster rate, as the digital platform will enable
curation of the contents so that the employees can develop their knowledge in a better and
efficient manner (Keep 2014).
2.2: Interactivity and Trust of E-Training
There is a particular weakness in using this kind of learning program, which is that the
level of interaction that happens face-to-face gets reduced to a great extent. Interaction is an
important process, as it helps the employees in providing logical feedback, which will help in
assessing the level of knowledge that is being developed among them. There are basically
two types of interactions that can take place that is learner-task and learner-tool interaction.
The first type of interaction is based on the tasks that are assigned to the employees after
going through the process of training programs (Delmas and Pekovic 2013). It allows the
employees in understanding the level of knowledge that is required for completing the
requirement of the projects in a better manner. The other type of interaction that is the
learner-tool interaction is based on the tool that is used for increasing the level of knowledge
of the employees. This type of interaction is where the employees can get to interact with the
necessary personnel when they are in the middle of the training program. This allows the
employees in gaining a better knowledge with respect to the tool that is being taken up for
improving the skills of the employees. It also makes sure that the level of knowledge of the
employees can be increased at a faster manner (Alkali and Abu Mansor 2017).

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The interactivity that is done with regards to the e-learning methods is by
synchronizing the messages in a proper way. It will also help in increasing the level of
communication between the employees as well as with the management. The use of active
control enables the employees in increasing their ability to participate and influence the
change in the process of communication in a voluntary manner (Saidin and Iskandar 2016).
This will help in making the communication a two-way process that is between the users. It
also helps in understanding the degree to which the contribution of the employees towards the
process of communication has helped in gathering responses so that the interaction can be
effective in nature. Some of the past researches has shown that the interactions help in
increasing the attitude of the users with respect to the e-learning methods. This also results in
the easiness of use and influence the perceived usefulness as well (Conkova 2013).
Trust is an important part that helps in making the establishment between the
employees and that of the organization. The objectives and goals of the organization has to be
based on the level of trust among the employees so that it can be achieved both in short-term
as as well in long-term manner. The system of e-training needs to be developed on the trust of
the employees, as it will be helpful in providing the feedback in a timely manner. This will
ensure that the level of interaction in the organization is increased to a great extent. With
respect to this particular study, trust is the extent to which the employees may consider the
use of e-learning system within the organization is secure and safe so that it can act in their
best interests. Trust also plays an important role in avoiding the level of uncertainty amongst
the employees in the organization and increases the positive behavior among the employees
to a great extent (de Juana and Espinosa, Luan-Mora and Milosz 2013).
The use of trust within the organization with respect to the e-learning system will
allow in the transferring and exchanging of knowledge among the employees. This will affect
the level of productivity in a positive manner, as the projects assigned to the employees can

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be completed within a particular time frame (Zaied, Hassan and Mohamed 2015). The
interaction among the employees can only take place when the level of trust in increased so
that it can lead to an effective power of communication. This will allow the smooth function
of the employees within the organization. It can be stated that the interaction and trust among
the employees on the new training programs that are taken up by the organization needs to be
high so that it can help in delivering the best possible methods to them, which can further
result in increasing the level of productivity (Conkova 2013).
2.3: The impact of E-Training on HR Retention
The use of the latest training programs in the organization will help the employees in
being capable to complete the projects that are assigned to them at a faster and in a proper
manner. It will also allow the employees in aligning themselves with the goals and objectives
that are present within the organization so that it can help them in increasing the level of
productivity. The use of the Learning Management System (LMS) with the help of Sharable
Content Object Reference Model (SCORM), Blackboard, Instructional Management System
(IMS), E-College and others will help the organization sin enhancing the level of skills
among the employees (Awais Bhatti et al. 2013). The employees will be better equipped with
the level of knowledge that would help them in carrying out the projects within the company
in a systematic and at a faster rate. This would ensure that the employees can be retained
within the organization. The use of the online platforms in the process of learning enables the
employees in understanding the process at a faster rate, as it helps in providing a balance
between the period of training and the work that needs to be carried out by them within the
work floor. This ensures that the level of productivity does not get hampered at the same time
increasing the knowledge of the employees (Madden, Scannapieco and Painter 2014).

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Figure 2: E-training on HR retention
(Source: Awais Bhatti et al. 2013)
The employees also become productive within the organization that allows them in
gaining better rate of returns from the organization. It also ensures that most of the employees
can be retained within the organization, as the skills allow them in reducing the time taken in
completing the projects. The extent of the level of success among the employees depend on
the level of technologies that are being used within the organization in the methods of
training. The employees become more experienced that allows them in increasing the level of
output at within a certain period of time. This helps in maintaining the level of productivity of
the employees within the organization in an effective manner (Stone and Deadrick 2015).
2.4: E-Training Potential Advantages
There are many benefits when the employees are given the learning practices with the
help of electronic devices. This is due to the fact that the employees can get a better grasp on
the knowledge that is being imparted with this process of learning mechanism. It also offers

17DISSERTATION
social and economic advantages over the use of classroom training that is traditional in
nature. The major benefit of using this type of learning process is that it can be used at any
time and at any place. This is due to the fact that it does not require a particular place where
the employees need to gather to enhance their power of knowledge, as most of the training is
transferred through the use of electronic devices. The employees can also be given the
training in the on and off-sites as well, which will help them in the process of retention that is
done by the companies on a regular basis (Navimipour and Zareie 2015).
Figure 3: Increased E-learning over the years
(Source: Stone et al. 2015)
The use of this type of training method will also allow the employees in reducing the
time, as the process is done with the help of audio and visual presentations as well. It helps
the employees in gathering the necessary information along with a better mechanism of
feedback process, which helps in reducing the time to a significant manner. This also allows
the employees in spending a limited number of hours on the process of training so that they
can increase their level of productivity buy working more. This process also allows the
employees in receiving Just in Time training as well when they are stuck at a particular point
with respect to the projects that they are currently undergoing. This also helps in reducing the

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time between the application of the skills and the learning process within the work floor
(Stone et al. 2015).
Another major advantage of this process is that it helps in increasing the payback
period of the organizations as well. The use of the e-learning method allows the organization
to invest in a process where the primary cost is borne by the organization, which will help in
developing its employees for a lifetime process. The maintenance and the cost of delivering
the process is very low, which also results in decreasing the cost of imparting the training
skills on the employees in a significant manner. It also allows the organizations in saving
their budget to a great extent on the training of the employees so that they can invest heavily
in the other projects that will result in reaping profits for them (Arkoful and Abaidoo 2015).
The companies mostly face challenges in scheduling the training process for its
employees. The use of the e-learning process is a great advantage with respect to this for the
companies, as it helps in accommodating the styles of learning and working so that the
employees can get access to the lessons and can review it themselves at their convenient time.
This approach is mostly directed towards the employees so that all the employees have an
equal access towards the process of learning that is taken up by the organization (Al-Qahtani
and Higgins 2013).
The training that is imparted with the help of e-learning allows the employees in
retaining almost 60 percent of the ideas, as it is done with the help of audios and visuals
against the traditional setting where the employees can only retain 20 percent of the
knowledge that is being imparted. This helps in providing a better and deeper understanding
so that the attitudes of the employees towards the particular area can be positive in nature. It
allows the employees in participating in a better way for the learning process, as they are

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comfortable in expressing their views regarding the knowledge that is being imparted
(Talebian, Mohammadi and Rezvanfar 2014).
The interactive sessions that take place with the help of e-learning methods allows the
employees to be motivated in the work place, as it allows them in giving proper feedback
regarding the questions that are being asked by the learners. The use of the media elements
such as sound, animation and video allows the learners in being involved within the process
so that it can allow them in retaining the knowledge that is being transferred. This allows
them to be motivated in the organization (Rennie and Morrison 2013).
Another benefit that is associated with this type of process is that it helps in
monitoring the process of learning in a better manner. The use of this process allows the
employees in enhancing their knowledge and skills in an instant manner by getting all the
support that will help in attracting and retaining the best professionals within the system. The
organizations to be successful in nature needs to ensure that they invest in the right kind of
people so that the learning management system can help them in the critical areas as well.
The learning process of the employees are also done with the help of induction training along
with the safety training so that the all-round training can be given to the employees (Behera
2013).
2.5: E-Training Potential Disadvantages
There are various disadvantages as well in using the e-learning process, as this
process may not help in all the fields of employees. This is due to the fact that there is no
self-discipline among the employees. This is due to the fact that the employees can refer to
the classes whenever they want, as it is available to them on a readily manner. This hampers
the productivity in the work space, as most of the employees spend time in gathering more
knowledge by watching the video. This freedom that is enjoyed by the employees may be

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misused to some extent, as most of them are of the view that new skills and knowledge
through the training sessions can result in increasing the impersonal factor among them
(Chang 2016).
Another disadvantage of using this model is that the direct interaction with the expert
is very less, as most of the materials are supplied to the employees based on which their level
of productivity can be increased. The use of video conferences and video chats may result in
imparting knowledge but does not help in initiating a better process of feedback. This is due
to the fact that the direct conversation with the real persons can help in gathering better
knowledge so that it can be used in the organization. Another thing is that in case of real-life
disaster scenario, the knowledge that is present in the e-learning process is limited and cannot
be used in some situations where the presence of the expert can help in mitigating the
situation to a great extent (Tarus, Gichoya and Muumbo 2015).
It also leads to the lack in the process of flexibility in the employees with respect to
the skills and knowledge that needs to be transferred. This will allow in making it difficult for
the program of e-learning to be effective in nature. Within a business environment, it is
necessary for the use of complex skills so that it can allow the employees in mitigating the
crucial situation that may arise within the work place. These skills can be developed only
when the project that is being done involves a deep engagement of the employees so that the
solutions can be developed in a proper manner by handling the questions and getting it
clarified by the expert (Cook and Triola 2014).
The use of this process is in a structured manner but the development of the program
is based on the course developers and the correct curriculum that needs to be taken in to
consideration. This is due to the fact that most of the learning materials may become outdated
after a certain period of time, which may also have some errors in the process as well. The

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trainers may also lack the inputs that are necessary for the work to be done at a faster rate so
that it can help the employees in being developed in a better manner. The feedback that is
gathered from the employees do not help in making the learning materials in a better manner,
as it is already prepared and is distributed among the employees. This makes it difficult for
the employees in understanding some of the solutions that may take place during some
disasters that take place within the wok floor (Alkharang and Ghinea 2013).
The development of the e-learning course needs investment with respect to time and
money along with a better level of expert so that it can help in covering all the areas where
the employees need to enhance their skills and knowledge. The use of multimedia along with
the support from the technical department is necessary to build up an interaction session so
that it can help in increasing the knowledge of the employees. The improvement in the
technology that is resent in the market has to be utilized in the process so that it can result in
designing the platform in a proper manner. This will also result in understanding the needs of
the employees so that the learning materials can be developed accordingly (Carliner and
Shank 2016).
Another major disadvantage is that there is no peripheral benefits, as the team of
employees needs to be provided with better training facilities by taking the help of experts so
that it can help in developing the basic learning processes. This will help in increasing the
personality dynamics along with the intelligence of the employees so that the level of
creativity among the employees can be increased (Stone et al. 2015). The situations within
the group can result in providing better solutions so that the entire team can contribute
towards the problems that are being faced by the organization. The building of the team is an
important thing so that together it can help in achieving better levels of output. Another
disadvantage in the use of the e-learning process may result in the lack of power that is
transformational in nature. This is due to the fact that the real learning of the employees is

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through the live connection that will help in making the practitioners more experienced in
nature (Rennie and Morrison 2013).
2.6: Factors Affecting E-Training
Self-efficacy is an important factor that helps in influencing the behavior of the
individuals so that the actions that are taken up in the organization can be executed in a better
manner. It is the belief of the individuals regarding the extent of their capacity in mobilizing
the resources so that it can help in achieving the tasks in a successful manner. The past
researches have shown that the self-efficacy in using computers is an important factor that
allows in the development of the behaviors with respect to the e-learning process. The social
cognitive theory shows that the use of self-efficacy helps in influencing the behavior of the
learners based on their individual performance (Madden, Scannapieco and Painter 2014).
This level of efficiency helps in influencing the learning outcomes with respect to the training
of skills on an interpersonal level. The judgments are also based on three dimensions so that
the implication of performance can be measured in a better manner such as the magnitude,
strength and generalizability. Magnitude is the level of difficulty and complexity that is
present within the task and the higher magnitude individuals needs to be capable of
performing the activities that are of lower magnitudes as well. Strength is the level of
confidence that is present among the employees so that they can be capable in carrying out
the various tasks and activities. Generalizability is the extent to which the level of efficacy of
the personnel can be generalized within the domains that consists of the similar activities
(Awais Bhatti et al. 2013).
The easiness in using the e-learning process helps in providing a successful
explanation so that it can result in predicting the proper intention based on which the
behavior of the employees are dependent within the area of business. The perceive ease of
use can be stated as the extent to which the belief of the individuals in using a specific system

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can help them in being free from the mental and physical effort. The system of e-learning is
developed with the help of multimedia so that it can be interactive and useful for the
employees by implementing the process of communication in a better manner (Clark and
Mayer 2016). It also ensures that the process of learning can be effective in nature and the
environment where the online training is being provided can be structured in a manner that
will allow in achieving the goals and objectives through the training process. The use of
proper rooms for debates and simulated working environment also ensures that the employees
can have an easy access to the materials that will help in their process of development. The
success of the training that is being provided to the employees is dependent mainly between
the easiness of the level of interaction and the materials that are being provided to them
regarding enhancement of their skills. The perceived usefulness is the extent to which the
belief of the individuals regarding the process of job can result in enhancing their
performance of the job. It also ensures that the use of perceived usefulness allows in
developing the effectiveness of the e-learning activities. It allows the success of the process
in a positive manner (Conkova 2013).
Interaction is yet another factor that helps in the exchange of the information between
the receiver and sender. This is the only way through which communication can take place in
a positive manner between the different stakeholders that are involved within the
environment of e-learning process. The use of the e-learning process can only take place
when the level of communication is mutual in nature between the computers and humans.
The level of interaction allows the employees of the organization in exchanging the
information based on the feedback that they receive that allows them in assessing the
progress of the achievement within the e-learning environment. The virtual environment for
the training process allows in using the meaningful resources based on which the level of
interaction can be increased so that the effectiveness of the training process can be increased

24DISSERTATION
within the work place (Keep 2014). The interaction is efficient when the sender generates the
idea and encodes it and sends it through a particular medium that can be accessed by the
receiver so that it can be decoded by the receiver. The process of interaction is based on two
subjects who have the capability to use their actions and speech by establishing the
relationship on an interpersonal level. The interaction that is done through face-to-face is very
important, as it helps in providing the feedback on an immediate level. This allows the
opportunity in developing the process of simultaneous communication technique through the
content of the message and body language as well (Delmas and Pekovic 2013).
The social presence is the extent of salience that is present among the other people
when the process of interaction is taking place so that it can help in developing the
relationship on an interpersonal level. The ability of the learners within the learning
community is used to develop the characteristics on a personal level in the community so that
it can help in develop the person in a real manner. The use of social presence is a
psychological connection between the learners so that the perception of the trainers who are
in charge of disbursing the knowledge to the employees can be done in a warmly manner. It
will also allow the development of connection among the employees and the expert so that
the employees can feel to be a part of the learning community so that the outcomes of
learning can be effective in nature (Decker et al. 2014).
Another factor is the effectiveness of the training program. The indicators with
respect to the reaction of the employees helps in assessing the outcome of the training in a
proper manner. This is due to the fact that the e-learning process allows the employees in
enhancing their level of skills in an efficient manner. This allows the transfer of the
knowledge and skills with the help of this process in the learning behavior of the employees.
The skills and knowledge that are acquired during the training helps in providing a
competitive advantage to the employees, as it will allow them in increasing their level of

25DISSERTATION
competency so that the work can be completed within a shorter period of time (Saidin and
Iskandar 2016).
2.7: Current Challenges of E-Training Implementation Programs in SQU
There are many challenges in implementing the e-learning programs in SQU, as most
of the employees have resisted the changes that the management wants to implement. This is
due to the fact that it will be difficult of the employees to be engaged within the system, as
many obstacles need to be overcome. The first and foremost problems is that there needs to
be a huge investment that will allow in the creation of the initial content. The investment has
to be started from scratch, which will require a heavy sum of money. This is due to the fact
that the investment needs to mitigate the problems that are present with respect to the
traditional learning activities.
Another challenge would be that that level of communication between the instructor
and the students will be complicated in nature, as the course will help in providing specific
answers to some of the common problems. It will not take in to consideration the real vases
that may happen within the organization when they are employed in the firm. The time that
will be needed to be put in to learning process has to be reasonable so that it does not hamper
their level of productivity.
The employees in the recent times are familiar with the level of technology that is
being used within the system and some of them are struggling to adapt to the changes so that
the work can be one in a smooth manner. The use of the e-learning process is adaptable in
nature, as it provides a simple interface and the materials that are present within the process
are also simple in nature. The technological factors among the employees are limited to a
great extent and the changes have to be adapted by them so that it can ensure that the work
can be done in a smooth manner. The use of the auto-help buttons along with live chats will

26DISSERTATION
help the tutors in making the program accessible to most of the employees who do not have a
better knowledge regarding the technology that is being used in the organization. SQU needs
to provide the solutions to these types of employees as well.
Another challenge in SQU is that the technological change may be resisted by the
people, as they may not be convinced with the use of it. The leaders and the management will
have a difficult task in convincing the employees regarding the investments that needs to be
made so that it can help them in a accepting the changes. The use of multimedia needs to be
explained to the employees so that it can result in the proper understanding of the information
that will be passed through the use of this technology. The use of the traditional methods of
learning process has been implemented where the older employees have succeeded in using it
for their benefit. This may also form the resistance among the new people in accepting the
changes that are taking place.
2.8: Trainings Conducted in Sultan Qaboos University
The beginning of the year 2017 saw that the university has been organizing various
workshops along with training sessions so that it can help the student sin gathering better
insights on the different topic of the research and the necessary skills that are required for
understanding it. The workshops that were conducted provided practical knowledge to the
style of research that needs to be undertaken by the students so that it can help in improving
the level of knowledge with respect to Oman. The practical workshops that were being
conducted helped in providing better insights regarding the design and the implementation of
the practical experience within the course of the research. The use of the traditional system in
classroom training has resulted in making the students enhance their level of skills as well so
that it can make them competent in the work place. Most of the training that is being
conducted for the students are based on the traditional methods that has resulted in enhancing
the skills of the employees. The theoretical knowledge regarding the important areas that

27DISSERTATION
needs to be followed up in the university is also transferred to the student so that it can help
them in enhancing the level of knowledge and skills within the work place.

28DISSERTATION
Chapter 3: Research Methodology
3.1: Research Purpose
There are mainly three types of research purpose for which the studies are conducted.
There are basically three types of research purpose such as descriptive, explanatory and
exploratory. The style that is exploratory in nature is done with the help of hypothesis testing
that has been mentioned in the study along with the aims and objectives. It enables the
researcher in using the concepts and various theories that are in accordance with the research
topic so that the hypothesis can be proved in a positive or in a negative manner. This allows
the researcher in testing the hypothesis that has been taken up in an efficient manner (Mackey
and Gass 2015). The exploratory type of research purpose helps the researcher in collecting
the information that provides an explanation regarding the occurrences that are taking place
when the research is being done. It helps the researcher in describing the various incidences
that are taking place in the research with respect to a particular phenomenon. The researcher
needs to provide proper explanation regarding the incidents that are taking place in the
process of the research. The descriptive purpose of the research is a combination of the other
purposes where the researcher can test the hypothesis based on the aims and objectives that
has been taken up and provide proper explanation on the incidents that are taking place when
the research is being conducted (Taylor, Bogdan and DeVault 2015).
This research will be based on the descriptive purpose, as the researcher will be
providing better explanation through the concepts and theories that are already present in the
past researches. It will also allow the researcher in understanding the various incidences that
may take place in the future.

29DISSERTATION
3.2: Research Approach
The most common types of approaches that are used in a research is known as
inductive and deductive. The approach that is known as inductive in nature can be used with
a set of tools so that it can help in providing developed and new patterns along with the
observations. This will help in laying more emphasis on the development of concepts and
theories so that the process can be done in a better way (Glesne 2015). It will create a shift in
the focus through the observations that are meaningful for the researcher. This can lead to the
hamper in the research quality, as the researcher has to answer the questions that are done
through the analysis of the observation. The approach that is deductive in nature will allow
the researcher in taking the help of the new concepts and theories so that it can be relevant to
the research topic. This particular approach will allow the researcher in linking the theories
and concepts that are already developed by other authors with respect to the aims and
objectives that has been taken up (Brinkmann 2014).
The research has used the deductive approach for this particular study, as it will allow
the researcher in providing evidences regarding the findings that will be analyzed in the
study. Moreover, the use of this approach will also allow the researcher in aligning the aims
and objectives of the research study in a better manner.
3.3: Research Instrument Design
3.3.1: Survey Design
The survey for the study has been conducted with the help of close-ended
questionnaires so that the respondents do not have to think for the answers. The options will
be provided to the participants so that they can record the answers in a better way. The survey
will help in understanding the factors of e-learning process that creates an impact on the
participants. This has allowed the researcher in understanding the factors that has created an
impact on the study as well (Flick 2015).

30DISSERTATION
3.3.2: Interview Design
The interview has been conducted with open-ended questions so that the responses of
the participants can be collected in an efficient way. The use of the process of interview will
allow the researcher in gaining proper information regarding the individual factors that
creates an impact on the university due to the use of the e-learning programs. This is due to
the fact that the process of interview will result in gathering the information in a better
manner so that proper analysis can be conducted for the research study (Silverman 2016).
3.4: Data Collection
The data has been collected by using the primary as well as the secondary sources.
The secondary sources are the journals and articles that has allowed the researcher in gaining
a better insight regarding the effect of e-learning process on the different factors. It has also
allowed the research in conducting the review of literature so that the study can be successful
in nature. The primary data has been collected with the help of interview and survey where
the responses of the survey has been analyzed with the SPSS software using the Chi-Square
test. The responses will be presented with the help of charts and bars so that it can be
statistically significant. The interview of the participants will be analyzed from the answers
that they will provide (Vaioleti 2016).
3.4.1: Population and Sample Size
The population for the research is the students of the university out of which 50
participants will be chosen for the study. This has made the study to be completed within a
less period of time so that it can be successful. The sampling will be done based on the
simple random probability technique so that the participants have an equal opportunity in
participating within the research process. The interview will be conducted on 5 management
personnel of the university so that they can provide the statements regarding the
implementation of e-learning process within the institution (Smith 2015).

31DISSERTATION
3.4.2: Ethical Approval
The researcher has followed all the rules while conducting the survey, as the
responses that has been collected will be kept confidential in nature. The responses has only
been used for the purpose of education and will be destroyed once the study has been
performed in a successful manner. The researcher has also not used any external force on the
participants, which may change the responses according to the desired results of the
researcher (Panneerselvam 2014).
3.5: Pilot Study of Questionnaire
The researcher has taken up a small sample due to the factor of cost and time out of
the entire population size. The survey part of the research will be conducted on 50
participants and the process of survey will be done on 5 management personnel belonging to
the university (Gast and Ledford 2014).
3.6: Survey management
Survey management is approaches that monitor, administer and control the survey.
Thus, it can be said that the survey management technique emphasizes on monitoring the
status and quality of the data editing process.
3.7: Research hypotheses
The research will be based on the following hypothesis:
H0: The Employees are not ready on the possible shift from traditional training to e-training
H1: The Employees are ready on the possible shift from traditional training to e-training
3.8: Data analysis method
Two types of data analysis methods are used while carrying on the data analysis. The
two types namely include qualitative and quantitative data analysis method. Quantitative data
analysis method includes numbers in terms of percentages and averages thereby, providing

32DISSERTATION
data accuracy. On the other hand, qualitative data analysis method emphasizes on
maintaining and storing the quality of the work.

33DISSERTATION
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Appendices
Appendix 1: Survey questions
1. What is your gender?
Male
Female
2. What is your qualification?
Masters
PhD student
3. Do you know about the e-learning system?
Yes
No
4. What are the external challenges that are present in implementing the process?
Low internet bandwidth
Insufficient financial support
Lack of technical support
Ambiguous plan and policies
5. What are the internal challenges?
ICTs and E-learning literacy
Lack of awareness, interest, and motivation
6. Do you face challenges in the employability factor?

39DISSERTATION
Yes
No
7. Are the training needs being identified in a proper manner?
Yes
No
8. How can the training needs be addressed properly?
On-the job
Seminars
Off-the-job
9. What are the objectives of the training and development programs?
Improve performance
Skill acquire
10. What impact will training and development create on organizational development?
Positive
Negative
Does
11. Does trust help in increasing the interaction level through the e-learning process?
Yes
No
12. Does the use of e-learning process help in increasing the effectiveness of employees?

40DISSERTATION
Yes
No
Appendix 2: Interview questions
1. What is your idea regarding the implementation of e-learning process?
2. What are the challenges that you will face in the university?
3. How will the students gather better benefits through the e-learning process?
4. How are you planning to address the needs of the students effectively?