E-Learning for Training and Development in Organizations

This report discusses the importance of e-learning for training and development in organizations. It covers the advantages and disadvantages of e-learning, factors affecting its effectiveness, and the financial implications. E-learning is a cost-effective method that improves skills and productivity.

Training and
development

Table of Contents
INTRODUCTION...........................................................................................................................3
OVERVIEW OF E-LEARNING.....................................................................................................3
ADVANTAGES AND DISADVANTAGES..................................................................................3
FACTORS AFFECTING E- LEARNING......................................................................................4
FINANCIAL IMPLICATIONS.......................................................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
E-learning refers to electronic learning which means delivery of learning with the help of
computer and software. In the following report the discussions are made on how e-learning affect
an organisation in providing training as well as development to their employs. Various factors,
implications, methods of e-learning are discussed in this report (Gülbahar, Y. and Adnan, M.,
2020).
OVERVIEW OF E-LEARNING
E-Learning can be simply referred as electronic learning. It is seen that a number of
employees are lacking behind in skills required for their job due to inefficient training and
development programs in an organisation.This affects an organisation negatively due to losing
talent, cost associated with recruitment expenses and decrease in productivity for your
relationship.
Is important for managers and companies to have access to information and investing
learning management system in order to help employees in developing their skill set and
management decisions. In order to keep up with the developing technologies and new systems in
the world it is important for organisations to develop a training and development program which
will help their employs to sustain in this competitive environment. A number of companies offer
different learning platforms for their employees.
E-learning can be used to affectively develop hard skills in an implied. There are a
number of industry specific learning to use which help employees in an organisation to develop
their skills. It is important by organisation to select an appropriate learning tool for employs be
on the job description as a Les the upcoming challenges the business will face.
Businesses can also-specifically conduct surveys to decide on designing an e-learning process for
their organisation. There are a number of ways to approach e-learning selection
but the company needs to identify the potential of employees before deciding on these ways.
E-learning could be officially expected to train the managers of a company. For
management topics major focus of company is put to words soft skills of leaders. This includes
communication skills, problem-solving skills and handling people from different backgrounds
and customs.

E-learning can also be developed to coach executives. Companies usually hire consultants and
coaches to do this work. Through using a line platforms for executive coaching company can
easily rise towards success and also develop e-learning programme for their managers and
employees which will help them not only in short-term achievements but also in long-term goals
which include career development for employees. E-learning helps executives to efficiently run a
successful, employee-centric and transparent organisation.
ADVANTAGES AND DISADVANTAGES
Advantages of e-learning
 E-learning provides a scheduled learning program around personal and professional work
which results in flexible learning.
 It is a cost saving process as no physical classroom is required for this learning.
 Organisations uses A number of different learning styles and facilitation also learning in
this process happens through a number of varied activities.
 It also helps in development of computer and Internet skills of an employer which may
benefit them in future.
Disadvantages of e-learning
 Not every employee of organisation may take it seriously and no results might be gained
if they are not motivated to learn new skills.
 There is no familiar structure present in e learning this might result in more time taken by
employees to get used to It.
 It is often seen that the one who is training through e-learning is not always available on
demand. This may result in a number of unsolved queries.
 It is usually seen that employers need social interaction in order to learn things
differently. The process of e-learning lacks this social interaction among employees and
the instructor who is training them.
FACTORS AFFECTING E- LEARNING
Factor one: experience of learners
It is highly based on how equipped is the learner with this new platform of learning. In
this all the aspects that define a learner are introduced.It is possible that learners already have a

misconception or preconceived bias about the new technology this will affect the learning they
can achieve through e-learning.
Factor two: Change in behavior through learning
While adopting any new technology for learning, the behaviour of learner might also change up
to various extent. The major aspects are the social interaction which is almost negative in e-
learning (Fan, C. and et. al.,2020). Learner becomes used to online learning and virtual space due
to which communication skills are often hampered.
Factor three: Organisational impact of e-learning
Ways in which an organisation develop an e-learning programme majorly have any
impact on e-learning. It is important for an organisation to understand the needs of their employs
in order to build a e-learning strategy. All the important skills, training, terms of flexibility,
learning time as well as period should be well defined by organisation while developing the e-
learning program.
FINANCIAL IMPLICATIONS
There are no major financial implications of an organisation due to e-learning. This happens
because e-learning can be easily provided to employs developing a program which does not even
cost much to an organisation. E-learning provides sharp cuts in budgets as the capacity of e-
learning is much more than classroom training. When comparing e-learning to classroom
courses it can be seen that both courses have equal fixed development cost however the
development cost for classroom training may even be lower than that of e-learning (Grimus, M.,
2020). But once an e-learning program is developed it does not require any further cost.
Whereas, traditional courses require continuous cost for development.
An example can be taken to explain the cost implications to board of directors like a
traditional classroom learning would require continuous investment for class it would also want
employees training hours. Whereas while talking about e-learning only one-time investment is
required while developing a program. Thereafter, employees can train themselves through e-
learning as per their convenience.
CONCLUSION
The above report clearly discusses the importance of e-learning for training and
development in an organisation. E-learning is also an initiative towards technological

environment and upgradation of employees as well as managers. It is a cost-effective method of
training employees within an organization. It provides a number of benefits employs and
organisation which helps in increasing productivity of the company.
REFERENCES
Books and Journals-
Gülbahar, Y. and Adnan, M., 2020. Faculty Professional Development in Creating Significant
Teaching and Learning Experiences Online. In Handbook of Research on
Creating Meaningful Experiences in Online Courses (pp. 37-58). IGI Global.

Barsuk, J.H. and et. al.,2020. Patient, Caregiver, and Clinician Perceptions of Ventricular Assist
Device Self-care Education Inform the Development of Simulation-based
Learning Curriculum. Journal Cardiovascular Nursing. 35(1). pp.54-65.
Ohn, M.H. and et. al., 2020. Development of Gamified Online Electrocardiogram Learning
Platform Computational Science (pp. 719-729). Springer, Singapore.
Grimus, M., 2020. Emerging Technologies: Impacting Learning and Curriculum Development.
In Emerging Technologies Curriculum (pp. 127-151). Springer, Singapore.
Fan, C. and et. al.,2020. Statistical investigations of transfer learning-based methodology for
short-term building energy predictions. Applied Energy. 262. p.114499.