Internet Learning Volume 4, Number 2, Fall 2015 | Page 45

Internet Learning
learning activities. As a learning
organization knowledge and skills build
throughout the organization even outside
of formal learning activities.
The Role of eLearning in the Workplace
The importance of workplace
learning in the modern, dynamic competitive
environment is a set condition regardless
of the delivery method for that learning.
Elearning, however, delivers several
advantages and is uniquely aligned with the
identified preferences and motivations for
worker engagement in the learning process.
To satisfy those motivations elearning needs
to be deliberately designed and assessed,
and also integrated into the overall strategic
approach of the firm.
As discussed earlier, learners in the
workplace want to improve their skills and
engage in learning activities that directly
benefit their day-to-day work. Elearning
is uniquely positioned to do this by linking
the learning activities directly to the work
and, through this close connection with
the learner’s responsibilities, motivating
better engagement and retention than
other delivery mechanisms (David, Selleh,
& Iahad, 2012). Elearning also has the
advantage of providing users with greater
control of the learning experience in many
different aspects. Providing greater control
to the users increases both their satisfaction
and motivation in the learning experience
(Cheng, Wang, Yang, & Kinshuk, 2011).
This potential for increased learner
motivation and satisfaction means that
elearning is more than just an alternative
method of delivery. In many situations
elearning may be the preferred delivery
mechanism for workplace learning. This
preference is of course dependent on the
individual learners and the content of the
instruction, but used properly the method
has definite advantages. To capitalize on
these advantages, however, the design of
the elearning experience must be properly
executed (see Figure 4).
Workplace elearning design begins
at the foundation of the firm. As explored
earlier it is critical for an organization,
beginning with management, to support the
learning activities and learning environment
for employees. In the context of elearning
specifically, Cheng, Wang, Moorman,
Olaniran, and Chen (2012) explain that
before investing in an elearning program
management must eliminate organizational
Figure 4. Advantages in developing quality
online courses.
barriers and create a positive learning
environment that also provides an
appropriate reward system. This early
engagement of management involves more
than just establishing the organizational
structure; it also helps to align the content
of the learning experience with the needs of
the firm.
Both workers and managers have an
interest in a learning experience contributing
to the workers’ ability to perform better.
Linking this to the design of elearning can
create an environment of performancebased
learning, where the goal is establish
learning objectives and engage the learner in
a process that achieves those set objectives
(Wang, Vogel, & Ran, 2011). The actual
delivery of the learning experience should
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