E-Learning Platforms: Feasibility in Organizational Development

This essay explores the feasibility of utilizing e-learning platforms for learning and development initiatives within organizations, contrasting traditional training methods with modern digital approaches. It analyzes the transformations from conventional training to performance-oriented learning, classroom-based to remote accessibility, paper-based to online resources, physical facilities to networked environments, and cycle-time to real-time feedback. The discussion encompasses the cost-effectiveness, flexibility, acceptance, scalability, sustainability, and usability of online learning compared to traditional methods. It highlights the evolving role of training in meeting managerial goals and improving employee performance, emphasizing the importance of measuring training program effectiveness. Furthermore, the essay delves into various e-learning methods such as mobile learning, video-based learning, microlearning, and gamification, illustrating their impact on employee motivation, retention, and organizational behavior. The analysis suggests a growing trend toward digital inclusion and the adoption of e-learning to enhance job satisfaction and align with the needs of a tech-savvy workforce.

Running Head: E-LEARNING 0
E-learning Platforms
Feasibility of using e-learning platforms for learning and development initiatives.
Student Details
8/13/2019

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E-learning as Training and Development initiative
Internet reveals that the E-learning no different than any other programmed learning.
However, the E-Learning has acquired lot of attention due to the comfort of its use and
another advantage in e-learning method is accessibility at the same time. Thousands of
employees can take one session at same time with the help of video conferencing. E-learning
in employee training has made huge progress as the e-learning methods are helping an
organization to save time and money. Learning is the process of understanding current job
requirements. Learning can be new or old skill and also any technical process to execute any
task. In the time of induction, the company arranges learning and training programs in order
to follow the standard operating procedure (Austin, 2015).
Learning and training are often used as synonyms. However, training is the method of
conveying specific instructions to the employee (Morgan, 2019). It supports learning in one
way but learning is more than the training. It is the process of converting information into
knowledge.
In terms of business, environment learning is considered as means to the end. The end is to
improve employee performance to reach organizational goals which is to create innovative
products and increased market share. As far as learning is concerned it is the method of
acquiring new skills and knowledge which not only achieve organizational goals but
employee skill is developed if proper learning is achieved (Nankervis, 2017). For example
Salesperson of all the companies is expected to improve their selling techniques in order to
enhance bottom line of the organization. In short, learning is lot more than training.
The essay is to understand the feasibility of E-learning platforms for learning and
development initiatives. To analyze the e-learning methods the traditional method and the
modern methods are explained. The role of e-learning methods is also discussed to
understand the benefits of e-learning methods. The transformations from traditional to digital
methods are analyzed. The major transformation elements are discussed in the essay are
Transformation from training to performance, From classroom to anywhere, From paper to
online, From physical facilities to networked facilities and From cycle time to real-time. The
major discussion points of online learning includes cost effectiveness of online study,

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flexibility, acceptance, scalability, sustainability and usability of online learning with
comparison of traditional learning.
Training is the most traditional approach towards improving employee performance. This can
be considered as the default method to improve any skills (Smith, 2016). Training plays a
huge role in shaping learning into right direction. The aim is to design a program which can
help learners to acquire skill in designated time. It is important to refer that management
requirements are competitive and training and development initiatives are properly planned
and linked with the managerial goals. The company also has to focus on the amount of
investment they incur in designing the training course and the time taken to accomplish the
goal. It is also necessary that company measures the results in order to understand the
efficiency and feasibility of the training program (Leidner, 2013). The training program has
to be improved according to the requirements of the management. The role of training is
evolving with the time and robust needs of the management with their employees. The
managers decide the competency and the skills level in specific time. The training
requirements vary from business to business. It is important to note that manufacturing and
army related training is more critical and severe in nature. For example, a doctor or a pilot
has regressive training for the safety of human life. However, when it comes to management
learning and development needs the criticality to reduce with the requirements.
The modes to deliver training can be divided into classroom training, over the phone,
through computer and in various forms including lectures, case studies, and role-play
activities (Lowe, 2014). The training has four important elements; Intent, Design, Means, and
Assessment. The base of the training is intent which can be explained as reason or motive to
execute training. A design can be explained as the best-suited method to meet the learning
requirement. The means as the word suggests explains the medium through which the
instructions and training will be conveyed to employee it can include single methods or the
variety of methods in combination to achieve effective results from the employee. The last
element is considered as the most important element in any training program because if the
results are not measured the effectiveness of the program cannot be defined (Maier, 2014).
In 2018 a survey was conducted by Towards Maturity on Modern Learning Content which
has shown result that the 22% of organization‘s training budget is spent on e-learning and
associated learning (Morgan, 2019). There are various ventures who are investing huge
amounts in order to achieve corporate success. The company has to estimate the training

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expenditure per employee and the average sales per employee to analyze and assess the
benefits of training. With this survey the acceptance of e-learning methods can be estimated
as the companies are investing more and more to enhance growth of the company.
The growing need of quality service and competitive customer engagement is making the
company to change its methods in each and every step of management whether it is
organizing or training or staffing function. In new era, the changes in technology awareness
and digital inclusion ha impacted the traditional training in order to understand the
transformed perceptions of teaching (Smith, 2016). The important aspect which is making e-
learning feasible is employee job satisfaction. It is evident that the companies are providing
culture which enhances job satisfaction and friendly environment to work and improve their
management skills and development of the employee objectives. The objectives of the
organization grow with changing competitive needs. The eLearning helps in motivating the
employees to grow in their field Also it leans to high retention rate in the organization. In
context the e-learning is the new phase of training and development and it has made the
learning (Zhang et al., 2018).
There are various surveys conducted in order to understand the requirement of digital and
online learning (Global Online Learning Summit, 2018). The analysis shown that the above
mentioned features have shown positive results as in the survey the major institutions were
covered which has shown student involvement in online learning.
The transformation has mostly started from the means and modes of training. The training
has reached to a different level. There are various types of e-learning methods which are
introduced to improve the performance. The training aspect has also changed because the
learning methods are being customized according to employer and employee needs which
have made the training converted into performance-oriented learning (Leidner, 2013).
Another transition is the place as online training has led the environment where the training
hours of the employee are being completed from their homes, offices, and hotel. The
convenience to take the training from anywhere and anyplace has helped various
organizations in enhancing the efficiency of the employees in given time. The access given to
the employees has made learning 24/7 available. In the era where time has become more
valued than the money (Hsianghoo Steve Ching et al., 2017).
The time flexibility has given employees huge advantage as they can complete the training
when they feel comfortable rather than the schedule of the training organization. Although

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Classroom training is considered effective as the employee have full attention at one place,
the e-learning is being appreciated among the employees who have different time
requirements. In order to achieve the organizational goal, the e-learning is booming. The next
transition discussed is paperless training. The companies are promoting environment-friendly
training by saving paper. This type of training also provides important benefit that is easy to
update the companies training module can be easily modified and corrected in case of new
requirement (Neal & Hainlen, 2012). The paper-based training makes this task tedious and
complicated to perform in real-time. The company also has to develop a big transition and
that is transferring training from physical facilities to networked facilities. While there are
huge discussions for classroom approach, the company has to invest to create good network
facilities to execute e-learning. In today’s world, the digitalization has opened the barriers in
each and every aspect of the business.
The intranet and online facilities is the base of executing proper e-learning initiatives in any
company (Talya Bauer, 2018). Another difference which an organization is catering is Speed.
In this digital world speed of the internet has the power to change the results in real-time. The
competitive edge is depending on how fast the task is executed. The company has improvised
a lot in order to achieve competitive edge over the other competitors through improving
performance of the individual’s employee. The performance of an employee can be improved
through advanced and updated learning. The E-learning has evolved the analytics and
learning opportunity in each and every function. The above transformation factors makes it
clear that e-learning is growing in fast pace and so the corporates. The investment in training
and development initiatives is linked directly with enhanced motivation among employees
(Leidner, 2013).
The Organization nowadays is broadening the perspective by understanding the role of E-
learning in training and development initiative. To understand the utility of e-learning
programs it is important to analyze the feasibility of e-learning methods and their role in
changing environment. E-learning provides an opportunity to generate and distribute
information directly to the employees which leads in proving support and guidance to
improve performance. The company nowadays has started improvising training into
knowledge management. The knowledge management is the broader view of training and
development initiative (Edwards, 2016).

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In recent years the employee interest towards learning and development has been involved.
In learning transformation the business spend on the training and development has been
enhanced as the employees are mostly generation Y who are tech-savvy and enjoy training
which provides the flexibility to learn and grow. The various e-learning methods which are
being adopted by all the companies are mobile learning, video-based learning, micro learning
and Gamification and personalization in learning methods (Leidner, 2013).
Mobile learning or mLearning is providing platform which ensure that the learning
approaches matches with the lifestyle. In 2017 the all the companies have seen huge boom in
Mobile Learning as this tool is maturing in the market due to high access and easy to use
apps. Mobile learning also helps the trainers to save time compared to other learning
methods. The mobile learning has also gives edge to micro learning methods. In micro
learning, small chunks on information and lecture are sent to the employees on the basis of
their requirement. Micro learning provides personalization and customization to employee
training (Gottschalk, 2015). Micro learning helps the employee to grow in their own pace as
micro learning provides the training in small chunks. This leads to growth and improvement
in performance of the employees. Mobile learning is being adopted in all the regions as it is
one of the cost effective methods of E-learning. The E-learning platforms also evolved the
process of learning among employees who feel shy in sharing their queries. The e-learning
platform has given opportunity to the employers to improve the organization behavior as well
as work environment of the company (Zhang et al., 2018).
The usage of micro learning increases due to enhancement of eLearning methods in corporate
world. The popularity of micro learning has made management to offer performance support
tools on smart phones so the employee can have smooth work management whenever
required. This has given new picture to formal training. With the discussion of formal
training above it can be concluded that the organization are improvising the traditional
methods into better and innovative cost effective methods. The more interesting method of e-
learning is Gamification and artificial intelligence in training. These mentioned methods are
accelerating the informal training which is growing with changing generation. The retention
of young people has become the major challenge in the organization (Neal & Hainlen, 2012).
The e-learning tool Gamification has helped organization to engage and retain the employees
in long run. Games have proved the effective method for situational training and it provides
simulation to the real world. Gamification has shown great impact in employee’s work with
time. In past some years Gamification in corporate training has become the part of

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organizational learning and development programs. There are various companies which has
implemented Gamification in job training. The major benefit of enterprise Gamification is
employee engagement (Joshi, 2019). Social learning is learning from others in this method
the social media portals are used to enhance collaborative learning. It is one of the
appreciated methods to make a new employee feel comfortable with changing employer
needs (Kai Hwang, 2017).
With the increase usage of mobile apps the corporate training has started introducing apps
based on the training modules (Alavi & Leidner, 2013). The flexibility and personalization in
the app has made the learners establish their value in corporate world. Video based learning is
the most accepted training method in e-learning methods as the employees get the clear
understanding of the lecture on the basis of videos. Nowadays the company has also
introduced interactive video training in which the employee can interact with the trainer and
discuss the work related queries. Personalization is the base of e-learning methods. The
company is adopting e- learning platforms due to changing employee needs the
personalization can lead in customizing the learning modules which can help in managing the
performance of the employees (Austin, 2015).
Curation is the process of operating through bio metric senses. In today’s world the internet
has provided tremendous scope to the e-learning (Hsianghoo Steve Ching et al., 2017).
Although choosing training session with touch and learning new language might make it little
time consuming but the impact curation is providing has made data into creation of
knowledge. Learners are trying to refigure with the help of the technology and the repository
available to them. Now is the time when analytics can be linked with any aspect of business
(Ordoñez de Pablos, 2014).
Artificial intelligence in learning is the emerging trend in e-learning platforms; the feasibility
of artificial intelligence is still in growing phase (Nagy, 2018). However Artificial
intelligence and Machine learning are going hand in hand and the learners are catching up
with updated environment to excel in their analysis and analytics area. It is evident that
motivation and behavior has played the huge role in understanding and learning of new skill.
Artificial intelligence can be directed to the areas which are not explored in learning methods.
In changing time the AR/ VR learning are being adopted for health and safety training in
workspaces which are hazardous and risky to learn. This method of learning is providing easy
solutions to complex simulation training (Sedkaoui, 2018). The mobile app is already

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evolving AR features which shows that adoption of eLearning is reaching to altogether
different level. A soft skill is one of the major features which are evolving video based
training with the help of AR features. It will not be wrong to say that this has opened door to
the wider application of corporate training (Ohlhorst, 2014).
Big data as the word suggest is the voluminous data aggregated from various information
sources from the whole world. It is complex as well as dynamic data because it is keep
updating (Smith, 2016). The big data analytics is being adopted in all the diversified
functions and sectors for decision making and optimizing the resources allocation process. As
far as training is concerned big data has given a huge potential to understand the behavior of
the learner towards e-learning. Also this is helping in creation of effective learning portal
which enables the trainee to grow as well as discuss the issues in the process of training
which can be analyzed and further improved to achieve the intent of the training. Learner
analytics to enhance learning experience This is also giving boost to learning analytics which
is the part of big data analytics with the more focus on learner’s behavior. As discussed
earlier that analytics helps in tracking the learner choices and the result achieved, learner
analytics helps the trainee in enhancing learning experience (Remko Helms, 2017).
The essay explains various benefits of e-learning platforms in corporate training and
management initiatives. The major reason of the growth of e-learning is acceptance of new
methods in new generation. The E-learning platform has improved the performance of
employees which ultimately help in managing the organizational goals. The management
goals are being linked with individual performance which has been the reason to focus on
training and development initiatives. The company is investing huge amounts to achieve
competitive edge in employee’s skill and development. The scalability, sustainability, ease of
use, support and training and cost effectiveness are the some of the features which are the
reason for making eLearning platforms feasible for the training and development initiative.

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