E-Learning Approach for Training and Development

This report discusses the use of e-learning as an approach for training and development in organizations. It covers the advantages and disadvantages of e-learning, its impact on budgeting, and the internal and external factors that affect its implementation. An example of an organization using e-learning for skill development is also provided.

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Table of Contents
INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
CONCLUSION.....................................................................................................................................6
REFERENCES......................................................................................................................................7

INTRODUCTION
Human resource management is defined as a process requires monitoring and
controlling the human resources in organisation. This report is based on the case study related
to the appropriate training and development approach for employees. Henceforth, reports will
emphasis on the most convenient approaches to train human resources in organisation.
Advantages associated with this approach will also summarise in this report. Different
aspects associated with the learning style will be summarises in this report.
MAIN BODY
E- Learning approach
E- Learning is an approach which involves internet learning. This involves providing
training to employees with the support of internet. In these approach trainers conducts live
sessions over internet. This approach is more similar to the normal training sessions so all
activities conducted in the training sessions can also be conducted in this approach also.
Employees also get opportunities to ask all their doubts from the trainer by typing over the
system like mobile phone or computer (Bressem and et.al., 2016). Trainers will also
immediate see the text of employees related to the issues and get to solve all their doubts like
in case of normal training programs. This is an effective medium of learning which drives
training for all employees even in pandemic situations like corona virus where employees
can’t get physically present in the training sessions but can get entire training experience with
the support of internet.
Advantages of e-learning
Advantages associated with the e-learning can be summarises in the following
manners.
Easy mode: This is an easy approach to train employees in pandemic situations like corona
virus. Trainer gets chances to train employees like in general training sessions over video
calls with employees. System is easy to handle which allows convenience to employees to get
train even in worst situations.
Cheap method: This method of training is also cost saving in nature. Generally company
needs to conduct the training sessions at some specific location away from the organisation
which requires cost for arranging stay of employee, travelling of employees and other

expenses (Carbonne and Sabri-Kaci, 2016). This approach does not seek such investment of
financial resources needed to export employees at such locations. It is stated that employees
from any location can get access to training sessions.
The above mentioned points are the key advantages associated with the e- learning
technique of training.
Approach address learning style
E-learning allows trainers to serve precise training session to employees with the
support of information technology equipments. With the access of internet support live
training sessions can be conducted over internet. Trainer provides all training to employees
by video learning mode. Practical learning is also possible in this technique. All approaches
can be channelizes in e-learning technique which are associated in case of general training
session.
Disadvantages of e-learning
Disadvantages and risk associated with the e-learning can be projected in the
following points.
Trainer can’t get to observe the understanding level of employees: E- learning technique
allows employees to get access of the training session over internet. Due to distance trainer
do not aware about the understanding level of all employees (Lopez-Catalan and Bañuls,
2017). This can also mislead to the training outcomes in respect to employees involves in
training program.
Employees do not get to participate in practical: E- learning contains the physical distance
between the trainer and employees to get access to the training process. This involves only
theoretical learning experience but employees can’t involve in training campaign at physical
level.
The above points indicate about the disadvantages associated with the e-learning
technique.
Budgeting consideration in e-learning
E-learning is a cost friendly method to conduct training programs for the growth and
development of employees associated with the organisation. In case of e-learning employees

get to train even at the long distance (Pham and et.al., 2016). In this approach organisation
not need to conduct any specific training session at some specific location. As the training
can be conducted over internet through video learning mode that further skips the process of
exporting employees at some other location to deliver trainings. This method is cost saving as
compare to general training campaigns. This involves complete experience of physical
training session to all employees. This is successful method of conducting training in
pandemic situations like corona virus.
Internal and external factor impact on training
E- Learning is a modern approach of delivering training to employees in pandemic
situations like corona virus. Technological Factors like information technology play a huge
role in the successful implementation of the e-learning training programs (Trout, 2016).
Organisation requires information technology equipments to conduct the training programs.
Internal factors also involve supports from employees about the e-learning training mode.
External factors like government support over technological advancement and internet
services also influences the e-learning training mode.
Example of organisation
Many companies involves in the e-learning mode of training. Companies like Asda
conducts e-learning mode of training to provide skill development training to its employees.
This approach allows company to save time and money for conducting the precise skill
development training.
Brief summary
E- Learning is a modern approach to conduct the skill development training for
employees associated with the organisation. This approach do not requires employees to be
physically available at the training sessions. Over internet training sessions can be conducted
via e- learning mode which also saves time and money of the company. In pandemic
situations like corona virus this is best way to serve training in employees which also allows
physical distancing guidelines issued by government. Trainers get to deliver all the activities
associated with the general training sessions. Employees can also interact with trainer in this
mode. This is a convenient approach to allocate training in pandemic situations.

CONCLUSION
This report has concluded the different aspect of the e-learning technique.
Organisation can deliver training to its employees over internet via e- learning mode with the
support of information technology equipments and internet. This approach is a cost saving
mode of conducting the precise training program for the growth and development of
employee’s part of the company. Other companies like Asda are also conducting training
over e-learning mode. This report has summarised different features associated with the e-
learning mode.

REFERENCES
Books and Journals
Bressem, K. and et.al., 2016. A German e-learning-training in the context of early preventive
intervention and child protection: preliminary findings of a pre-post
evaluation. Child and adolescent psychiatry and mental health. 10(1). p.25.
Carbonne, B. and Sabri-Kaci, I., 2016. Assessment of an e-learning training program for
cardiotocography analysis: a multicentre randomized study. European Journal of
Obstetrics & Gynecology and Reproductive Biology. 197. pp.111-115.
Lopez-Catalan, B. and Bañuls, V. A., 2017. A Delphi-based approach for detecting key e-
learning trends in postgraduate education. Education+ Training.
Pham, D. and et.al., 2016. A multidisciplinary evaluation of a web-based elearning training
programme for SAFRON II (TROG 13.01): a multicentre randomised study of
stereotactic radiotherapy for lung metastases. Clinical Oncology. 28(9). pp.e101-
e108.
Trout, G., 2016. E-Learning & Online Training. Professional Safety. 61(6). p.34.