Learning and Development a Coherent approach to E-Learning

Learning and Development is a key aspect in HRM. There are many ways that employees can be developed and trained. Some of these methods include on the job training, on the job development, off the job training, Induction programs, Internal as well as external workshops.

Organizations offer such programs to keep their employees skills updated and maintained, so that organizations are able to achieve their strategic goals. It’s a primary objective that HR Managers selects the right employees for such L&D while it’s extremely vital that employees participate and apply it to their day- to- day job functions.

Definition to L&D:

‘The primary purpose of Learning and development as an organizational process is to aid collective progress through the collaborative, expert and ethical stimulation and facilitation of learning and knowledge that support business goals, develop individual potential, and respect and build on diversity.’ Harrison, R (2009:08)

Armstrong (2014:21) speaks about the main components of learning and development,

• Learning - the process by which a person acquires and develops knowledge, skills, capabilities, behaviors and attitudes. It involves the modification of behavior through experiences   as well as more formal methods of helping people to learn within or outside the work place.
• Development – the growth or realization of a person’s ability and potential through the provision of learning and educational experiences.
• Training – the systematic application o formal processes to impart knowledge and help people to acquire the skills necessary for them to perform their jobs satisfactorily.
• Education –the development of the knowledge, values and understanding required in all aspects of life rather than the knowledge and skills relating to particular areas of activity.

 Recently published article by Steve Olanski. Who is a frequent writer, contributor to Forbes magazine about the “8 key factors for developing employees”.

He states that “Unless you continually reinvest in developing your employees with successful on-boarding and ongoing training- helping them reach their full potential- they may leave and you will find yourself back at square one trying to procure more talent.” (Forbes, 2015 July)

Taking into consideration, we should look at more ongoing, newer trends for L&D. This is where E-Learning plays a mega roll as a common L&D method.

E-Learning

This method is one of the current trends of L&D. Individuals can use the web for his or her learning and development.  It also can be called as Web based L&D.

Definition:

‘E-learning involves the use of computer, net worked and web-based technology to provide learning materiel and guidance to individual employees. It can be delivered through a firm’s internet system.’ (Armstrong, 2014)

This emerging trend is successfully used by top companies worldwide for learning and development. Its seen that, The Royal Mail Group which is one of  UK’s top postal service provider, where they develop staff at all levels are using an Interactive video experience focused on positive conversation with a combination of E-Learning technology for mangers which have been very successful. (Royal Mail, 2017), (Sponge, 2017)

Walmart who is an American multinational retail corporation, introduced ‘Axonify’. This is a hand set employee knowledge platform; it helps to build employee knowledge and challenging behavior. For example, the Walmart case study  states   “ if the company determines employees are not meeting ladder safety standards, they can look at if the learning content itself is insufficient or if there is another reason why employees are not following ladder safety procedures” (Walmart case study, 2016)

This is a clear shift from class room L&D to hand set L&D. Writing to Training Magazine about the “5 trends for the future of learning and development” by Wentworth, D who is a senior learning analyst, speaks about how mobile phones have transformed into a learning device. Furthermore the writer explains that only 10% of company’s still use it as a mobile web based learning solution. (Training Magazine, 2014 Aug)

In conclusion we must understand that HRM in a global context, where learning and development is shifting into new paradigms, E-Learning is becoming one of the major contributors to this shift. It’s a more economical approach. HR Mangers must provide innovative ideas so that employees will be motivated to contribute more towards achieving organizational growth. 

Referencing:

Dessler, G (2013) Human Resource Management, Pearson, 13^th ed., USA

Harrison, R (2009) Learning and Development, 5^th ed., London, CIPD

Armstrong, M and Taylor, S (2014) A Hand Book of Human resource Management Practice, Kogan Page, 13^th ed., UK

Forbes Magazine (2015 July) (https://www.forbes.com/sites/steveolenski/2015/07/20/8-key-tactics-for-developing-employees/#79d535d06373) accessed on 10^th Nov 2017 at 8.17 pm

Training Magazine (2014 Aug) (https://trainingmag.com/5-trends-future-learning-and-development) accessed on 10^th Nov 2017 at 8.46 pm

Walmart Case Study (2016) (http://axonify-jp.com/wp/wp-content/uploads/2017/05/CaseStudy_Walmart.pdf) accessed on 10^th Nov 2017 at 9.20 pm

Royal Mail Group, (2017) UK Post office (https://www.royalmailgroup.com/our-people/our-culture/training) accessed on 10^th Nov 2017 at 9.33 pm

Sponge, (2017) UK (https://spongeuk.com/results/developing-leaders-at-royal-mail) accessed on 10^th Nov 2017 at 9.13 pm