Analysis of Remote and e-Learning Methods in International Business

This report analyzes the application of remote and e-learning methods within the context of international business management. It begins by introducing the concept of e-learning and its significance as a training and development tool in the modern 'gig economy,' highlighting the shift towards asynchronous and synchronous learning models. The report then provides an overview of different e-learning types, their advantages and disadvantages for organizations, and factors influencing implementation, including budgeting considerations. It also explores the impact of learning styles on e-learning effectiveness. Furthermore, it examines the importance of factors impacting e-learning success, like attitude and technology literacy, and discusses the influence of external factors. The report concludes by presenting a case study of Hyundai's e-learning implementation, demonstrating its cost-effectiveness and positive impact on sales and workforce IT literacy. Overall, the report emphasizes the growing importance of remote learning in business, especially in light of global events like the COVID-19 pandemic.

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REMOTE AND E-LEARNING METHODS USING MULTI
- MEDIA ACTIVITIES
INTERNATIONAL BUSINESS MANAGEMENT
ANGLIA RUSKIN UNIVERSITY
LONDON
19 APRIL 2020
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Introduction
The 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 learning
is 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 e
learning: 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 form
of 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
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face 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
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adopting the method in the organization. In order to be successful and productive,
the managers need to support the employees during the process until they accept it
as an efficient way of training. In addition, the experience and computer literacy of
the learners needs to be considered with caution, before any steps being made as
any biases about the new technology can build a barrier for its efficiency.
Additionally, depending on how the e learning initiative is developed and
implemented by the organization has significant influence among the employees.
Aligning the training to their expectations impact their behaviour and the company’s
culture.
Furthermore, the external factors which are out of the control of the organization, like
the political, social, or economic and cultural factors in the society can influence the
methods of e learning. Moreover, unpredicted events, known as a “black swan” like
Brexit, or Corona virus pandemic, would impact not just the implementation, but in
addition the efficiency and need of the e learning (Majumdar, 2017).
Budgeting considerations of e learning system:
E learning is recognized as a part of the technology evolution and good strategy to
achieve cost effectiveness through the long term. However, the initial process of
creating the online resources and courses for training and development and the
need of implementation a specifically designed software requires significant amount
of time and money to be invested. Nevertheless, the audio and video resources are
not characterized as expensive and time consuming, the simulations or game –
based e learning courses could cost significant amounts. In addition, there is still
existing further cost related to the ongoing maintenance and support (Dewath, 2004).
Example of successful invention of the e learning:
With more than 75,000 people across the world, Hyundai faced a significant
challenge to train its sales teams in Europe in order to achieve more effective sales
of its new model. Inventing an e learning mobile platform which provide access from
any device and implementing micro learning modules on it in a different language the
company reached a high level of cost – effectiveness saving amounts of money
required for classroom trainers and additional costs. Furthermore, through this
Hyundai Mobile Academy system the employees being allowed to take the modules
of the learning in a most convenient to them time. The system assessed their results
immediately via AI and reported the training completion in a real – time at the
dealerships. As a result, the sales teams achieved higher sales of the new model
compared to the saes of the model from last year, increasing in addition the
workforce IT literacy (eComScotland, 2020).
Conclusion
With the evolution of the technology the e learning as a method has a huge potential
to revolutionize the companies providing training tailored to each employee
increasing at the same time the productivity and innovation. In addition, in the light of
“black swan” events such as the Corona Virus pandemic the importance of the
remote learning and working became crucially important for the existence of the
companies at the market. The use of remote forms for operating the day – to – day
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activities ensuring the presence of the company through the technology increased to
an enormous level just for one night which out of question will be the biggest
assessment for the efficiency and the future use of this technologically advanced
method of business.
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References:
Banfield, P., Kay, R. and Royals, D., (2018), “Introduction to Human Resource
Management”, 3rd ed., Oxford University Press, Published Feb. 2018, p. 346-347.
Dewath, G., (2004), “An Introduction to e-Learning. A Study of the Current State of e-
Learning in the United Kingdom”, online, 2004, Available from:
http://idp.bl.uk/4DCGI/education/e_learning/index.a4d [Accessed 31 March 2020].
eComScotland, (2020), “Hyundai - Mobile eLearning for Sales Dealership Training”,
online, Available from: https://www.ecomscotland.com/case-studies/hyundai/
[Accessed 01 April 2020].
Hrastinski, S., (2008), “Asynchronous and Synchronous E-Learning”, EDUCAUSE
Quarterly, online article Vol. 31 (4), 17th Nov., 2008, Available from:
https://er.educause.edu/articles/2008/11/asynchronous-and-synchronous-elearning
[Accessed 29 March 2020].
Instructure website, (2020), “The Advantages of E-Learning for Business”, online,
Available from: https://www.instructure.com/bridge/lc/articles/benefits-of-e-learning
[Accessed 29 March 2020).
Majumdar, A., (2017), “3 Top Factors That Affect eLearning Success”, online, 09
Feb. 2017, Available from: https://elearningindustry.com/3-top-factors-affect-
elearning-success [Accessed 31 March 2020].
McLeod, S., (2017), “Kolb's Learning Styles and Experiential Learning Cycle”, online
article, Simply Psychology, 24 Oct. 2017, Available from:
https://www.simplypsychology.org/learning-kolb.html [Accessed 30 March 2020].
Optimus Learning website, (2013), “The Advantages and Disadvantages of
eLearning”, online, 08 Aug. 2013, Available from:
https://www.optimuslearningservices.com/practical-ld/advantages-disadvantages-
elearning/ [Accessed 30 March 2020].
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