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It has been claimed that with e-learning, employees are able to take part in self-faced and interactive learning that would otherwise not be possible, and that the learner-centered approach required by e-learning influences employees to alter their learning behaviours within their work environment as well as being an influential training tool However, it has also been noted that learner control does not always deliver better outcomes; in that programmes and resources may be used superficially whereby learners skim read the e-learning materials without really absorbing the meaning of what is intended to be conveyed It has been noted that e-learning can also be useful to organisations in terms of standardising their training and in delivering it simultaneously to large geographically dispersed employees (Brown and Charlier, 2013). Required training can also be delivered much more quickly to large numbers of staff than with more traditional approaches (Welsh et al, 2003). Furthermore, in comparison to more traditional classroom based training, studies have found that e-learning can be just as effective, and has advantages in terms of helping to overcome learning barriers associated with introversion and physical distance (McKenzie and Murray, 2010). However, it has also been recognised that undertaking e-learning may require better personal time management and study skills than those needed in a more directed taught environment (Helyer, 2010), and that e-learning may not be appropriate for all types of learning and content


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