Marks and Spencer: E-Learning in Human Resource Management Report

This report delves into the application of e-learning in human resource management, using Marks and Spencer as a case study. It explores the advantages, such as easy accessibility, cost-effectiveness, and the ability to cater to different learning styles, as well as the disadvantages, including the challenges of assessing employee understanding and the lack of practical activities. The report also discusses budgeting considerations, the impact of internal and external factors, and provides examples of organizations utilizing e-learning. The conclusion summarizes the benefits of e-learning, emphasizing its role in employee development and cost savings. The report references relevant academic sources to support its findings.

Managing presentation
project

Table of Contents
INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
CONCLUSION.....................................................................................................................................5
REFERENCES......................................................................................................................................6

INTRODUCTION
Human resource management is defined as a process to manage the needs of the
company in respect to work force. This report is based on the case study of Marks and
Spencer Company in respect to managing the issues of human resource management.
Company is based in United Kingdom and operating its operations in retail sector. This report
will emphasis on different aspects associated with human resource management in company.
MAIN BODY
E- Learning approach
E- Learning is an effective approach that can be channelizes by the Marks and
Spencer Company to train its work force. E- Learning is about to utilise the internet for
conducting sessions. This learning process allows trainers to conduct live sessions over
internet and provide knowledge to all employees (De Leeuw and et.al., 2016). This is more
similar to the class room teaching so all activities conducted in the training sessions can be
conducted in this technique also. Employees can also ask the doubts from the trainer by
typing over the system like mobile phone or computer. Trainer can be see the issue of learner
and respond accordingly. This is an effective medium of learning which drives learning for
all learners even in case of pandemic situations like corona virus where employees can’t get
physically present in the training sessions but can get the precise knowledge 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 mode to train employees in Marks and Spencer Company.
Employee can get access to knowledge of trainer over different skill development with the
support of trainer. This is not a complex system so it is easy and accessible for all employees
and trainers as well.
Cheap method: This is a cost saving technique to conduct the training session. Generally
company needs to conduct the training sessions at some specific place which also requires
exportation of employee at such location (Harrati and et.al., 2016). This approach does not
seek such investment of financial resources needed to export employees at such locations.

This is a convenient technique to learn and train even in case the trainer is not physically
available for the learners.
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 provide the same learning experience to all employees
which they caters in case of physical training sessions,. With the support of internet live
classes and training sessions can be conducted in this method. Trainer can utilise the video
learning approach to serve the knowledge in employees. Practical learning is also possible in
this technique. All approaches can be channelizes in case of e-learning technique which are
entertained in case of general learning technique.
Disadvantages of e-learning
Disadvantages and risk associated with the e-learning can be projected in the
following points.
Trainer can get observe the understanding level of employees: E- learning technique
allows employees to get access of the training session even at the long distance. Due to long
distance trainer do not generally get to accesses of identifying about the understanding level
of the employees participated in the training sessions (Nortvig, Petersen and Balle, 2018).
This might restricts the perks of the training sessions conducted thorough e-learning
technique.
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 restricts to
employees to take part in the practical activities associated with the training sessions.
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 Marks and Spencer Company. In case of e-
learning employees can trained even at the long distance (Sinclair and et.al., 2016). Company

do not need to conduct specific training session at some specific location which also skip the
process of exporting employees at some other location to deliver trainings. This method is
cost saving as compare to general training campaigns. This technique caters complete
experience of physical training session to all employees. This is successful method of
conducting training in companies.
Internal and external factor impact on training
E- Learning is a modern approach of delivering training to employees associated with
the organisation. Factors like information technology play a hueg role in the successful
implementation of the e-learning training programs (Tarhini and et.al., 2017). It requires
information technology equipments to conduct the training programs. External factors like
stakeholders also must support the training programs. Employees support is also a key
internal factor that requires in case of e-learning training program.
Example of organisation
Many companies associated with business environment are involved in the e-learning
mode training. Companies like Asda conducts e-learning mode of training to provide skill
development training to its employees. Due to this approach company also saves time and
money of employees in order to deliver skill development knowledge.
Brief summary
E- Learning is a modern learning technique which seeks information technology
equipments and internet to conduct the training program. This is a productive technique
which do not requires trainer and employees to be physical available at one place to conduct
the training sessions. Over internet training sessions can be conducted in e- learning mode
which also saves time and money of the company. This is a modern approach which has
benefited companies and employees to improve the skills and capabilities by improving the
skills. This is an easy and accessible medium to conduct the training over skill development
and also on personality development of employees.
CONCLUSION
This report has concluded the different aspect of the e-learning technique. Company
can provide trainings to its employees over e- learning mode with the support of information

technology equipments and internet. This is a cost saving mode which further save financial
resources of the organisation needed to conduct the professional training programs. 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
De Leeuw, R. A. and et.al., 2016. Quality specifications in postgraduate medical e-learning:
an integrative literature review leading to a postgraduate medical e-learning
model. BMC medical education. 16(1). p.168.
Harrati, N. and et.al., 2016. Exploring user satisfaction for e-learning systems via usage-
based metrics and system usability scale analysis. Computers in Human
Behavior. 61. pp.463-471.
Nortvig, A. M., Petersen, A. K. and Balle, S. H., 2018. A Literature Review of the Factors
Influencing E-Learning and Blended Learning in Relation to Learning Outcome,
Student Satisfaction and Engagement. Electronic Journal of E-learning. 16(1).
pp.46-55.
Sinclair, P. M. and et.al., 2016. The effectiveness of Internet-based e-learning on clinician
behaviour and patient outcomes: a systematic review. International journal of
nursing studies. 57. pp.70-81.
Tarhini, A. and et.al., 2017. Examining the moderating effect of individual-level cultural
values on users’ acceptance of E-learning in developing countries: a structural
equation modeling of an extended technology acceptance model. Interactive
Learning Environments. 25(3). pp.306-328.