Implications of E-Learning for HRD Practitioners
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The paper looks at the definition of e-learning and discusses both its benefits and its implications for human resource development (HRD) practitioners. The paper emphasizes that HRD practitioners should be careful to view e-learning as one element in an organizational learning strategy that encompasses face-to-face methods including coaching and mentoring. The paper concludes that where used effectively and in conjunction with other development methods, e-learning can help to support high levels of individual, team and organizational performance.
From the Paper:"E-learning is defined by Pollard and Hillage (2001) as 'the delivery and administration of learning opportunities and support via computer, networked and web-based technology to help individual performance and development.' The CIPD (2012) describe e-learning as 'learning that is delivered, enabled or mediated using electronic technology for the explicit purpose of training, learning or development in organisations'.
"E-learning has many advantages. Armstrong (2010, p.679) notes that 'e-learning focuses on the learner. It provides a means of satisfying individual learning needs.' However, as Tynjala and Hakkinen (2005, p.325) note 'E-learning is not a miracle remedy to the problems of any work organization. The success of e-learning is highly dependent on factors related to the overall work and learning culture of an organization.'
"The CIPD (2012) notes'that making e-learning available to unprepared and unsupported learners is unlikely to work effectively. E-learning must be appropriately presented and adequately resourced.' Therefore HRD practitioners must give due attention to ensuring that adequate provision is given to educating staff about how to utilize e-learning effectively and that there are suitable support channels in place for learners during their learning.
"As e-learning is technology based, HRD practitioners must also consider their organisation's present and future IT infrastructure when designing an e-learning strategy. In addition to this, it is important for HRD practitioners to consider whether the appropriate policies are in place to cope with the recent developments of having sometimes social media components within e-learning."
Sample of Sources Used:
- Armstrong, M., (2010) Armstrong's Handbook of Reward Management Practice.3rded. New Delhi, Kogan Page
- CIPD (2012) E-learning.Factsheet. London, CIPD
- Pollard, E and Hillage, J (2001) Explaining e-Learning, Report No.376. Brighton, Institute for Employment Studies.
- Tynjala, P and Hakkinen, P (2005) E-learning at work: theoretical underpinnings and pedagogical challenges in Journal of Workplace Learning. Vol. 17 Iss: 5 pp.318-336
Cite this Term Paper:
Implications of E-Learning for HRD Practitioners (2013, May 19) Retrieved May 30, 2020, from https://www.academon.com/term-paper/implications-of-e-learning-for-hrd-practitioners-153298/
"Implications of E-Learning for HRD Practitioners" 19 May 2013. Web. 30 May. 2020. <https://www.academon.com/term-paper/implications-of-e-learning-for-hrd-practitioners-153298/>