The demand for various methods for learning has grownmanifold. The demand of organization eLearning is on the need as many organization firm accept eLearning for employee learning and training to create a collaborative learning experience. eLearningis an approach way to providelearning solution use IT. Chen (2008) tells eLearning as combining technology with learning, delivered using telecommunication and information technologies, and a type of training spread on a computer supporting learningand organizational goals. eLearning canbe grouped in various categories:purely online, blended, or hybrid.
eLearning can be delivered using print e-text,eBooks, audio (streaming audio, audio tape), reviewsand exams (electronic, interactive, paper), video (streaming video, video tape,satellite transmission, cable), and communication (threaded discussions,forums, weblogs, asynchronous listservs) or synchronous chat (teleconferencingand videoconferencing). eLearning can includeweb based, instructor led group, self-study, self-study with SME, CBT,and video/audio tapes. According to Adkins (2011),the cost of corporate eLearningin US are estimated to be $6.8 billionand by 2015, eLearning expenseare expected to reach at least $7.
1 billion.eLearning products and services expenditures will continue to rise for small,medium, large, and enterprise companies. Out of the total eLearning market (US),organizations account for 37.4%, the largest segment in 2010 of the USexpenditure in the eLearning market(Adkins, 2011). Each industrygrowth rate will various based on eLearningproducts and services used.However, the summative growth rate is on the uptrend (Adkins, 2011). The globalizationof business today has caused many organizations to rely on eLearning as thefuture because of its ability to reach large groups of people in differentareas or countries, reducing costs, reducing the environmental impact of normalbusiness travel, and efficient dissemination of information.
eLearninghas come to be the preferred learningmethod for many individuals due to its globalreach and accessibility. With a click of the internet, eLearning can take placeanywhere. eLearning benefits include (1) virtual solution training has reducethe training expenses; (2) training solutions for employees; (3) ability to maintain trainingrecords, personalized totrack employee performance, training needs, and other pertinent information;(4) ability to produce custom-made training courseware to meet increasing training solutions; (5) accessibility to accurate and current training resources is available throughsystematic examinations and updates of eLearning materials and information from subjectmatter experts (SMEs); and (6) choices between online training and classroom based training. Organizationhave adopted eLearning as a teaching instrument in their business operations. eLearningas a training and educational tool for organizations and it has many advantagesand disadvantages.
Investments in learning and training have a larger impact onemployee productivity. Dardar, Jusoh, and Rasli (2011) linked employee trainingwith employee turnover and job satisfaction. Employees can be trained usingeLearning and they will work harder, employees are willing to work for samecompany and it will improve the productivity and profitability. Productivity and satisfactioncan be negatively influence the employee training. An increase in demand for education and training, the need forhigher bandwidth to access advanced technologies, and the use of digitalconvergence and adaptive technology. eLearning is becoming an alternative formof education and training for organizations because of higher demand for thelatest technological innovations, the creation of communication systems and sophisticatedtechnology, and industry dissatisfaction of the responsiveness of traditional modes of delivery. As corporate leaders shouldmake sure eLearning implementation is appropriate in terms of access, scalability,timeliness and affects the work environment Corporateleaders continue to see eLearning as a necessity in their efforts to meet theeducational and training needs of their stakeholders and organizational strategies.
eLearning assists inkeeping employees’ skills current to help bottom line performance, and manyorganizations are looking to embrace eLearning to ensure regulatory training.The cost of eLearning is the most important concern for large organizations andSmall Medium Size (SMS) organizations (Brown et al., 2006). Despite theimportance of continuous learning in current times, no known research hasexamined the viability of eLearning as compared to more traditional techniques(Kuznia, Kerno, & Gilley, 2010). In this paper, we examine the use ofeLearning and how it impacts various facets of employee attitudes andperformance. We gathered and analyzed data on eLearning from 10 educational and2 businesses in the United States. The results show not only is there istangible evidence that eLearning is an effective and viable methodof information transference, but it also influences employeeattitudes toward the corporation.
In addition, this paper discusses some limitations regarding eLearning. Thenext section describes the relevant literature relatedto eLearning and some of the benefitsas well as drawbacks. Next,we will outline the data and methodology used in the study. The resultsare presented in the following section.
The paper closes with some concluding comments.