E-learning and Human Resource Development

Introduction

Through a computer network, information is transmitted to the target audience in e-learning (Pocatilu, Alecu, & Vetrici, 2010). (2010). Other technologies that are used to transmit information to numerous people in one or more locations may also be included in e-learning (Rosenberg, 2001). Traditional educational approaches are not only time- and money-consuming, but also unreliable and ineffective (Welsh, 2003). The majority of businesses are now required to innovate due to the rapid growth of technology in order to remain competitive. E-learning is one of the strategies that most institutions are implementing as a major remedy to this problem (Bondarouk & Ruël, 2013). E-learning is meant to make the work of HR more efficient, convenient as well as reliable hence increase the overall output. Almost all HR functionalities including recruitment and selection, designing and analyzing job performance appraisal among others can be supported with the e-learning program (Fisher, Wasserman, & Orvis, 2010). The integration of e-learning to support human resource development has tremendously increased in recent years due to the benefits accorded by this automation system. The e-learning system has a sole objective of transforming the human resource functions besides making them easier, paperless, more flexible, cost effective, and more resource-efficient (Erdoğmuş & Esen, 2011). The aim of this research is to identify the composition of e-learning, identify the various types and how they benefit various institutions, and outline the merits and demerits of using e-learning to develop the HR system.

E-learning Definitions

Various researchers have tried to come up with the most appropriate definition of e-learning. However, all the definitions lay in the bottom line of learning through electronic means. E-learning can also be defined as a computer-based education system that enables learning from virtually anywhere (Johnson, Gueutal, & Falbe, 2009).

According to CIPD, e-learning is a learning which relies on electronic technology for its delivery, mediation, and enabled to enhance training, learning, as well as development in an organization (Bondarouk & Ruël, 2010).

With regards to human resource development, e-learning entails a system that automates and integrates all the relevant content between the HR and the information technology with an objective of creating values within the organization. According to Wilson (2014), the e-learning system represents a common understanding between HRM and the information system.

Action Learning

Action learning refers to a dynamic process that entails the engagement of a few individuals to solve a particular issue through a learning approach (Domsch, 2007). The developer of the action learning principle is Professor Reginald Revans. Revans defines action planning as an unceasing learning process that entails reflection and is supported by a group of workers experiencing a particular problem they need to solve. Particularly, Revans identified action planning as an approach that reviews or reflects on particular experiences causing problematic situations in an organization. For example, HEINKIENS uses action planning through its First-Line Manager Development Programme to handle issues undermining the performance of the company.

Action planning has several strengths and weaknesses. In the organizational setting, human resource development could realize effectiveness through the formation of small groups geared towards solving issues that undermine the productivity of the workforce (Tomé, 2011). Action learning is crucial since it incorporates both problem-solving and learning experiences. Additionally, the face-to-face approach to action planning makes it effective since it fosters the interactive aspect of learning. Further, action planning benefits individual employees since it develops leaders. The approach helps the organization optimize group functioning by identifying the problems that undermine productivity (Parry, Stavrou, & Lazarova, 2013). Nonetheless, the lack of timeliness undermines the efficiency of action planning, and thus, its weakness.

Major Types of E-learning

The major types of e-learning include synchronous e-learning and asynchronous e-learning. Synchronous e-learning entails the integration of videoconferencing and chat in facilitating online learning. The virtual and real-time aspects of synchronous e-learning approach provide the learner an opportunity to ask questions via the digital interface and get answers promptly (Wilson, 2005). Synchronous e-learning provides the parties involved in the learning process to interact and thus, discuss issues affecting them.

Conversely, asynchronous does not necessarily require individuals to use an online platform to engage in learning. The approach applies platforms such as e-mail, web, or messaging services to deliver messages to the concerned individuals for them to take action (Clark & Mayer, 2016). Therefore, the timeliness of the asynchronous e-learning is quite ineffective compared to the synchronous approach. As such, the internet only serves as support platforms that facilitate communication regarding a particular issue that requires action.

Strengths and weaknesses of E-learning

Many researchers have argued and provided support for the benefits and weakness associated with e-learning systems. Some argue that the system has more advantages ranging from operational efficiency to cost-effectiveness (Bell & Kozlowski, 2008). Others argue that the weaknesses are more prevalent because the system is based on cost-effectiveness while neglecting effective HR processes such as the selection system.

One of the major features of the e-learning system is its flexibility as far as accessibility and time consciousness is concerned (Tavangarian, Leypold, Nölting, Röser, & Voigt, 2004). E-learning usually presents proper and effective opportunities for even the busiest individuals regardless of their location (Chang, 2016). Additionally, flexibility helps in conflict resolution by defining the work boundary between employees and workers (Marler & Fisher, 2013).

E-learning is also cost-effective. For example, IBM saved over $200 million through the integration of the e-learning approach to HRD in 1999. Therefore, it fosters the financial health of an organization.

E-learning facilitates the sharing of information and materials in all formats, be it videos, slideshows, Microsoft Excel sheets, PDFs, or even MS Word and audios. E-learning has made it possible for trainers and facilitators to communicate effectively in their line of work (Garavan, Carbery, O’Malley, & O’Donnell, 2010). There are different e-learning systems and methods which bolster effective learning, like in the case of a learning management system (LMS) (Liebowitz & Frank, 2010).

Time-saving is yet another feature that comes with e-learning. Since material accessibility is defined by the accessibility of the various gadgets and technologies that are readily available in modern society, then e-learning is at the comfort of the user (Strohmeier, 2007). Also, the adoption of e-learning saves the employee’s time which can be used in other productive ways.

E-learning ensures that there is consistency as opposed to the traditional method where the trainer could not guarantee consistency between various sessions. E-learning ensures that the same content volume is delivered to the user the same way it is delivered to the trainer. According to Strohmeier (2009), the potential of e-learning to offer consistency is the greatest strength of e-learning in comparison to the traditional methods.

Undoubtedly, e-learning has some major drawbacks despite the strengths outlined above. For the sake of bolstering the effectiveness of the e-learning system, there is a need to integrate proper infrastructure that supports various components such as servers and computers as well as the internet. Thus, the success of e-learning relies considerably on the availability of the infrastructure (Panayotopoulou, Vakola, & Galanaki, 2007).

E-learning may eliminate direct or interaction which is relevant in conveying certain information. Nonverbal cues such as hand movement, facial expressions, as well as eye contact, may be important in enhancing student concentration. In addition, the online content may be misleading thus deviating the attention of the student, resulting in a failure in general objectives (Yusoff, Ramayah, & Ibrahim, 2010).

Also, the learning approach does not appeal to all learning styles. For this reason, some of the learners will not enjoy the experience. People have different preferences for how they want to learn; some prefer to be taught, others prefer to watch, and others prefer to observe images. There is isolation in e-learning (Granger & Levine, 2010). One is not able to ask a question and swiftly be offered an answer. The feeling of loneliness is one that demotivates the learners and ends up affecting their concentration (Rennie & Morrison, 2013).

Technological limitations also undermine the efficiency of e-learning. There are risk issues that come with computers and the electronic gadgets. Notably, all the learners or the workers have to have the gadget, and mostly, the gadget retails for a lot of money (Moore, Dickson-Deane, & Galyen, 2011). Poor internet connections often pose a great problem, and the electricity is also not reliable at times, and the gadget sometimes runs out of charge. Some employees are not usually comfortable with computers or are computer illiterate, and thus, facilitating their development through e-learning becomes a challenge (McWhorter, 2010).

Examples of E-learning in the Workplace

According to the statistics produced by IBS capital, a majority of the most profitable global organizations apply e-learning tools to conduct online training. The intention of investing in technology results in huge savings by saving on the time consumed to hire and fire employees (Jose Chiappetta Jabbour, 2011). Most business organizations invest heavily in business development, thus counteracting detrimental effects on return on investment. Companies are consequently coerced to gain a competitive advantage by shifting their entire focus on corporate learning strategy. In the United States, the healthcare industry uses corporate e-learning followed by the marketing and software companies ((Crouse, Doyle, & Young, 2011).

Microsoft corporation employees are eligible to undertake the e-learning courses that are offered on their website. The essence of the course is to update the workforce on the latest software development that is relevant to consumer needs (Cheng, Wang, Moormann, Olaniran, & Chen, 2012). The global success of the company can be attributed to the articulateness in the e-learning field. Recently, Microsoft has published its plan to reveal a new product mix that aims to simplify the creation of PowerPoint online courses. The PowerPoint will be efficient in helping the learners to apply the knowledge by availing a simulated scenario from real-life experiences (Olivas-Lujan, Ramirez, & Zapata-Cantu, 2007).

IBM also initiates the newest analytics education course to its employees to enhance their service delivery. The e-learning platform is efficient in the provision of prescriptive and interactive training to the employees of the organization (Parry, 2011). The designation of the courses is inculcated with interactive and multimedia labs that foster easy adoption by users. IBM has extended knowledge and expertise in consortiums within the World Wide Web, thus aligning the stipulated standards of the local and state policies. The experiences in e-learning help in developing training strategies and deployment policies that create solutions to complaints (Oiry, 2009).

Nonetheless, extensive studies have been undertaken regarding the effectiveness of e-learning in comparison to traditional learning approaches. One study carried out in the UK involved the government implementing a program to teach women how to feed their young children (Reiser & Dempsey, 2011). The study mainly focused on whether the education program, which was being relayed through the electronic resource, was effective and of benefit to the mothers. It emerged that at the end of the research, that over 70% supported the program by the government, and they utilized the knowledge acquired through the electronic means to apply the best feeding practices to their children (Parry & Tyson, 2011).

For the new age workers, learning so as to keep oneself up with the current methodology in the provision of various systems and for job security, workers have to always consult with the various gadgets seeking information on the current and latest applicable practices (Gold, Holden, Iles, Stewart, & Beardwell, 2013). Organizations have been forced to always provide training opportunities to their workforce to ensure they remain competitive. Communication barriers are removed and proper and effective communication always translates to the overall performance of the company (Wang, Ran, Liao, & Yang, 2010). Different scholars and researchers have ascertained that proper communication and regular engagement between the organization and the workers always lead to improved performance. Due to improved engagement of interaction through e-learning, the Incentive marketing organization increased its revenues by more than 15% (Wang, Vogel, & Ran, 2011). The study also indicated that the workers who usually spend most of their leisure time during the work hours browsing are 7% more productive compared to the rest of the workforce.

In a company, the e-learning system ensures that there is 24/7 access to the materials required for the training (Kanuka, 1980). In such cases, proper and professional advice to various stakeholders in a business ends up improving the overall performance of an organization (Ruel, Bondarouk, & Van der Velde, 2007). This has also led to the good and proper collaboration between different businesses and organizations (Chen, 2010).

Consultancy firms have also greatly reaped from e-learning (Yoo, Han, & Huang, 2012). Through the e-learning platforms, employees of the various companies can communicate with SMEs besides accessing consultancy services (Clark & Mayer, 2016). Such firms are now able to communicate with their clients and give them proper and professional advice that is clear and unequivocal at the comfort of their offices without the clients having to physically present themselves to the premises (Shilpa & Gopal, 2011).

The training of workers through e-learning ensures that employee competency goes up. If well planned, e-learning creates career pathways for the workers remaining in the organization rather than moving to other better-paying companies. It also reduces the recruitment cost of new employees (Tannenbaum, Beard, McNall, & Salas, 2010).

Most companies and organizations have created information that has proper and standard graphics. Information with good graphics and with very limited texts is usually more attractive to many people since it is appealing. This has aided in the increase of the various companies’ revenues (Martin & Reddington, 2010).

A new and innovative way of e-learning has also been developed. Particularly, personalized e-learning is common today, and its main aim is to ensure that even the workers that are visually impaired have also benefited like the rest of the workers. It mainly focuses on the audio descriptions and has minimal interactivities (Marler & Fisher, 2013).

LinkedIn has embraced e-learning technology to an extent that they ended up acquiring Lynda.com. The acquiring of this firm boosted the general output of the institution, earning the company up to $62 million dollars. Embracing eLearning is one step to the success of LinkedIn (Ngai, Law, Chan, & Wat, 2007).

YouTube has also embraced the use of e-learning by providing video sharing to enhance learning and entertainment (Delahaye, 2015). They have also provided a platform where various professionals can upload important learning materials, hence making the learning process more interactive, fun, and informative. This process is symbiotic in that both users and YouTube benefit from it (De Leenheer, Christiaens, & Meersman, 2010).

Conclusion

E-learning encompasses the transmission of information to intended recipients by using a computer network. Importantly, e-learning is cheaper and flexible compared to other methods, including action learning. Therefore, there is expected growth of e-learning in the future since it already is an important tool in human resource development. Action learning is effective owing to its face-to-face approach to solving problems in a group setting. Further, action learning is crucial since it ensures that employees learn from challenges experienced in real life.

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