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Training and E-Learning in HRM

Modern rapidly developing business and technological progress require new specialists with advanced skills and profound knowledge. On this background, training becomes a key opportunity for the employees to develop a successful career, improve personal performance or gain leadership skills, etc. Famous saying of Confucius illustrates the importance of training perfectly well: “Give a person a fish and you feed him for a day. Teach a person to fish and you feed him for a lifetime. ” (McCleland, 2002)

Training is very important, because it prepares employees for exercising new functions, occupying higher positions, solving more complex professional problems and so on. In his work, Carter McNamara, PhD, mentions the main advantages of employee training as the following: increasing employee efficiency, job satisfaction and motivation, decreasing turnover of staff, improving productivity and competitiveness, strengthening image of the company, etc. (McNamara, n. d. ). Nowadays the concept of training on-line is growing more and more popular.

It is supposed to be more economical in terms of time and money spending, and in many fields of business it can be really an effective solution. But a lot of specialists think that in the nearest future online training will not replace traditional forms of learning in the classroom. The reasons of this are the drawbacks of e-learning, including limited opportunities for teachers to receive students’ feedback and low chances for students to control the process of teaching, along with relatively poor quality of the equipment, which is generally available for online learning nowadays.

Nevertheless, e-learning is still supposed to be a very prospective method of training or receiving education (Dongsong & Leon, 2005). Undoubtedly, training and development are among the most principal strategic factors of successful performance of any business organization. It is known in managerial circles that frequently investments in personnel development and learning are more effective than investments in innovations and development of production capacities.

Bibliography: • Dongsong, Z. J. and Leon Zhao.Can E-Learning Replace Classroom Learning? Communications of the ACM. Volume 47, No. 5 (2005), Pages 75-79 • McClelland, C. D. (2002, August) The Importance of Training. The Graduate School, University of Wisconsin-Stout. Retrieved March 3, 2007, from: <www. uwstout. edu/lib/thesis/2002/2002mcclellands. pdf> • McNamara, C. (n. d. ) Employee Training and Development: Reasons and Benefits. Free Management Library Online. Retrieved March 3, 2007, from: <http://www. mapnp. org/library/trng_dev/basics/reasons. htm>.