Key Capabilities, Components, and Evolutionary Trends in Corporate E-Learning Systems

Key Capabilities, Components, and Evolutionary Trends in Corporate E-Learning Systems

Hyo-Joo Han, Geoffrey N. Dick, Tom Case, Craig Van Slyke
Copyright: © 2012 |Pages: 23
DOI: 10.4018/978-1-4666-1601-1.ch080
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Abstract

The chapter examines the development of online learning systems in corporations, corporate utilization of reusable learning modules, and the various forms of assessment and knowledge certification used to ensure and improve the quality of the learning outcomes. Corporations continue to embrace e-learning, at a dramatic rate. This is partly driven by a desire for cost reduction and partly to ensure that all staff to have the required skills and competencies for their jobs. Organizations are increasingly linking the e-learning/e-training systems with other modules of their human resource management systems and this chapter includes a case example to illustrate such linkages. Universities have demonstrated progress in e-learning but remain in a position to learn much from e-learning developments in the corporate world. In sum, the chapter provides an overview of corporate experiences with e-learning/e-training and how these might be transferred to the academic world; it also sounds a note of warning for the universities should they fail to observe the ongoing development of corporate e-learning systems.
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Development Of The Online Learning Platform

Technology and the changing workplace provide opportunities to approach employees’ learning and skill base development in new ways. E-learning/e-training technologies allow employees to take online course on an “as needed” basis at times that best suit them. E-learning/e-training can also be timed to suit workplace skill enhancement requirements. The ubiquitous nature of the Internet, multimedia and communications technologies allow learning and training to be delivered in new formats at a lower cost.

E-learning/e-training systems are increasingly important components of Human Resource Information Systems (HRIS) (also called HR modules, HRIT systems, HRMS) which support human resource management processes in organizations such as HR planning, recruiting and selection, training and development, performance management, and compensation and benefits (Bentley, 2007). E-learning/e-training solutions can be acquired by organizations as stand-alone HRIS applications, as components of integrated performance management solutions, or as components of integrated human capital management (HCM) systems linking learning management systems (LMS) with Talent Management Systems (TMS). Most e-learning/e-training solution vendors offer clients the option of implementing e-learning/e-training solutions in-house (self-hosting) or gaining access to customizable e-learning/e-training applications via a Web browser (i.e. as a hosted, application service provider – Application Service Provider(ASP) or Web services solution). The trend is toward hosted, ASP e-learning/e-training solutions such as that illustrated in Figure 1. Figure 1 illustrates that online training and development management is a key component in integrated Web-based TMS.

Figure 1.

Strategic talent management (source StepStone Solutions)

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