Learning & Development System

Web-based Employee Learning and Development (ELD) is a system used in certain organizations to plan and observe the employees training, career development and employees performance. Colin (2003) stated that ELD using some form of technology to deliver training and other education materials. Web-based ELD can be used to provide the required information without face-to-face interaction that will be useful in the learning and development process. To obtained positions and increase competitive advantages, the organization needs to create new knowledge (Jelena, 2007).

I see that such web-based ELD bring benefits for both employees and organization. According to Qasem et al. (2011), web-based ELD can prepare employees’ knowledge and skills to enable them adapt new technology that is happened inside their working environment. I also found that such system is very cost effective and accessibility. Therefore, this system can help the organization to get adequate training information and with low cost. It also helps to empower and facilitate the employees. By obtaining the information from this system, the employees can make assessment and development by themselves. Therefore, employees can improve and enhance their interpersonal development by their own. Lastly, web-based ELD can improve employees’ computer skills because employees are mainly using computer during the training session.

However, web-based ELD also bring disadvantages. Certain contents are not suitable for the employees as not all employees are facing the same problem. Besides, this system requires the employees to know basic computer skills. Therefore, the employees who do not have basic computer skills may face difficulties in joining the training program. Moreover, such web-based ELD also lack of human contact. This is because the employees only facing the computer during training and they may not able to ask questions when they do not understand about the content.

In brief, web-based ELD is a global phenomenon and is central to many industries as an additional method of training that complements more traditional methods of learning (Kirsty and Anna, 2004).

References:

1. Jelena Vemic (2007), Employee Training and Development and the Learning Organization. Facta Universities. Series: Economics and Organization Vol. 4, No. 2, 2007, pp. 209-216

2. Colin Barrow (2003), E-training and Development.

3. Qasim Saleem, Mehwish Shahid, and Akram Naseem (2011), Degree of Influence of Trainig and Development on Employees Behavior. International Journal of Computing and Business Research ISSN (Online) : 2229-6166

4. Kirsty Vaughan and Anna MacVicar (2004), Employees’ pre-implementation attitudes and perceptions to e-learning A banking case study analysis