International Business Management: Doc
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Added on 2021-04-05
International Business Management: Doc
Added on 2021-04-05
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Student ID:1824817/1REMOTE AND E-LEARNING METHODS USING MULTI- MEDIA ACTIVITIESINTERNATIONAL BUSINESS MANAGEMENTANGLIA RUSKIN UNIVERSITYLONDON19 APRIL 20201
Student ID:1824817/1IntroductionThe establishment of the internet all over the world and its development as an effective way of communication over the last 20 years has been recognised by the business as a significant tool which can be efficiently used for learning and development of the company’s workforce. Today, in the “gig economy” the e learningis used by the HR departments in many organizations as a crucial method of delivering the resources for training and development to its employees from all ages and backgrounds, with no limit of time and geography.Overview and types of e learning:E learning is declared by Banfield, Kay, and Royals (2018) as an alternative approach of training which is provided, empowered or settled via electronic technologies. It is important to be stated that fundamentally the e learning has two main distinctions:Synchronous is based on a real – time learning and interaction where all resources are delivered via chat, internet or audio, or video conference.Asynchronous is built as a sort of pause-and-resume learning method through emails, e books, blogs or training sessions, which provide the flexibility for the employees as they have the opportunity to take all the training at any time by not impacting their day – to day operations (Hrastinski, 2008).On the base of that, Banfield, Kay and Royals (2018) identify four categories of the elearning: Interactive, which is used by the companies through own intranet structure and providing all learning materials and courses in one place. Web – based is a formof the asynchronous e learning where there is no need of real – time interaction. Standalone materials provide a training through CD’s or flash memory slots. However, with the evolution of the technologies is rarely used method for learning and development. And last one is informal e learning, which deliver additional knowledge linked to the management and company strategies.Advantages and disadvantages of the E learning for the Organization:In order to ensure that employees perform well in their role, could be invented E Learning Management Systems to equip the workforce with the best skills and knowledge aligned to their roles. The benefits of e learning systems are identified in following six dimensions:Flexibility provides an opportunity for learning at a time and place that suits the learner. It removes the issues which might arise in order to release groups of its workforce attending training sessions at the same time calculating loss at the productivity.Improved performance method allows the employees to revisit key information and obtain “just in time” training related to the day – to –day challenges which they could 2
Student ID:1824817/1face at the workplace. That benefits the company with immediate solutions of the issues aroused, saves time and improve the performance of the workforce.Reduce the cost. As the Return on the Investments is one of the crucial aim the e learning reduces the costs such as salary for the expert to lead the classroom training, learning materials, venues and all related costs to the traditional learning activity.Improves retention as gives the opportunity to be created easy learning courses using games, videos, or interactive slides which lead to the increase of the engagement and retention of the employees.Personalized learning experience is subjective process using a specific training materials aligned to each type of learning styles of the individuals allowing to control the pace of the course (Instructure.com, 2020).Although, e learning is crucial and powerful tool it consists some risks of being invented in order to replace completely the traditional learning system based on face to – face training. For instance, some risks which might need consideration are related to the lack of control employees with low motivation, the technology issues which could arise during the process, or the level of the technology skills of the workforce before the inventing of the e learning. In addition, different learning styles typical for individuals makes the e learning method ineffective or demotivating process, especially for Activists and Pragmatists type of employees (Optimus Learning, 2013).Approach of the e learning to the specific learning styles:Referring to the Kolb’s learning styles model in 1984, a well – designed e learning materials combined with practical tests as a part of the e training could be efficiently used by the employees identified as Accommodators. In addition, the challenges which are part of this self – directed approach, can fosters creativity and innovation of the individuals. The designing of problem – solving games adapted to finding solutions for practical issues and supported by the relevant materials could be successfully implemented in e learning courses related to the Converging employees’ style.However, the employees recognized as Assimilators and Divergers are the most challenging in order to be aligned only to the remote forms of learning. As those are types which need to be controlled and led by mentors, or coaches, it is significantly important that e learning should be combined with classroom – based sessions, where the individuals could be actively involved in depth face – to – face sessions, allowing them to receive a feedback or to practise that knowledge. This kind of mixture between the e learning and traditional learning is recognized as flipped, or blended learning approach (McLeod, 2017).Factors impacting the implementation of e learning approach:As in its innovative nature the e learning could be impacted by some internal and external factors. For instance, attitude to the e learning is crucially important for 3
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