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An organisation undertakes to equip its workforce properly with the help of Training and Development that can improve its overall efficiency. There are lots of ways for the Training and Development as well as changing time to time. Nowadays, latest idea of training has introduced; and this new concept of training is known as E-Learning.
E-Learning is becoming famous in lots of the organisations for training as well as skill development because it helps to make training extra enjoyable, more interesting, and cost effective. and provides easy access to learner. The other important reason is that it provides easy access to learner. It also removes the limitations of the traditional training because the Traditional training is a type of closed system as the training is given inside a classroom with the help of text books.
1.1 Research purpose
Main focus of the research study is to demonstrate how E-learning manages skills of the employees of The State Bank of Patiala (India). Training by the latest techniques of IT has ensured high quality of learning as well as development of skills by providing them to the point information. There is stepwise assistance for them and advices for the decision making in cost-effective ways. In, The State Bank of Patiala, there are number of employees and all need some training to update their knowledge time to time. This study will also estimate the usefulness of managing the E-learning as a tool for development of skills in The State Bank of Patiala (India). Training through the E-learning will be extremely effective as it will provide short and detailed topic modules to satisfy an urgent need of learning. (D Stockley, 2006)
2. Review of Literature
2.1 Definition of E-Learning
Khan (2005) explained the reason for popularity of e-learning because it provides the open, flexible along with the distributed learning atmosphere for the learners as it gives them instant attention, feedback for their work. E-Learning has also become most popular as Laura Smith (2006) commented, "Let's face it young professionals are used to using the internet for learning."
2.2 E-Learning for Skill Development
E-learning is now being used for the training as well as skill development by various organisations. Online training has become popular since the early 1990s. The actual use of E-learning for teaching as well as learning purposes was started in developed and developing countries of the world in the year 1999.
CIPD (2007) has examined 3 applications of E-learning for developing knowledge of workers according to the nature of learning styles that learners adopt. These are given below:
1. Web- based learning: Learning idea is delivered technically without interaction by their peers that help to understand the key knowledge required for skill development. It usually focuses on those learners who are in favour of self-study.
2. Supported online learning: This is the learning where the learners interact with a teacher who acts as a facilitator. It focuses on the learners who think logically and theoretically. There is no doubt; this learning will be useful for The State Bank of Patiala as it provides learner centred training.
3. Informal e-learning: This type of E-learning puts slight pressure on learners as it focuses on learners where the learning occurs by self-directed communication, and also co-operation among peers in normal course of work.
2.3 Managing E-Learning for Skill Development
Managing e-learning for the skill development of the organization's employees depends on how IT managers of the organization have planned the E-learning program. Plan should be according to the requirements of that organisation like focus on the learners, who are they, what they want to learn, what views they have on different ways of learning. Khan (2005) has explained people, process and product in P3 model.
Main focus of literature review is to find out the role of e-learning in skill development of the learners by using E-learning. The main purpose is to find the effectiveness of managing the E-learning for The State Bank of Patiala (India).
3. Research Methodology
This section is about methodology useful in this research. Primary and secondary research will be conducted to meet the goals of this research. The primary research is to find the available e-learning services that State bank of Patiala (India) provides for training of the employees and also to find the effectiveness of e-learning for skill development in State Bank of Patiala (India). And the secondary research will be focused on how e-learning manages skills and knowledge of the employees.
3.1 Type of Data
3.1.1 Primary data
Ghauri et al. (2005) said that primary data collection is significant when the secondary data is not available to help in the research question. In this research project, primary research will be conducted to find the needs of learners and to find out the available E-learning services in State Bank of Patiala (India).
Primary data collection techniques
Saunders et al. (2007) say about primary data that it can be collected in various ways such as, structured interviews and semi-structured interviews, observations, group interviews, face-to-face interviews, telephonic interviews and questionnaires etc. Most important are - observation methods, interview methods, through questionnaires. This research has chosen 2 ways of primary data collection and that are the questionnaire technique as well as telephonic interview. The questionnaire technique will be used to obtain the views of employees of The State Bank of Patiala about their requirements and preferences for training during E-learning. It will also find out the employees' suggestions about the effectiveness of E-learning in The State Bank of Patiala. The telephonic interviews will be conducted to obtain the information about their e-learning use for training purposes, current e-learning materials.
3.1.2 Secondary data
Ghauri et al. (2005) say that secondary data, in the research, is taken from 2 types of sources that are Internal and External. Internal refers to the data collection within an organization like invoices, reports from different departments, brochures and catalogues etc. External include published books and journal articles, research reports, e- books, online resources etc. Secondary sources will be helpful in segmentation and sampling of the target group.
3.2 Research Method
Bernard (2005) described the method of distinguishing between the quantitative and qualitative that quantitative as name suggests is directly related with numbers. Quantitative research mainly linked with data collection techniques like questionnaires where outputs can be displayed within statistics as well as graphs. Qualitative research is linked with non-numerical data. This will include the interviews.
This research will include the approach of mixed method to collect the qualitative and quantitative data. The primary research will be conducted through the questionnaire and telephonic interview to get knowledge about current e-learning services for training in State bank of Patiala.
Main aim of this study is managing E-learning for Training and skill development in The State Bank of Patiala (India). The bank has started E-learning for training of the employees for their skill development from last 2- 3 years. The results of this research will show that E-learning is useful as compare to traditional training because of cost effectiveness, saving of time and knowledge retention through E-learning.
The primary objective of this study is 'How E-learning manages the skills and knowledge of employees' which will meet with reviewing the literature. The other objective of the research is 'to find out the effectiveness of e-learning as a tool for skill development'. For this, the data will be collected through the primary and secondary data collection techniques.
The third objective of this research is 'to what extent e-learning packages are tailored to the learner's needs in The State Bank of Patiala'. The researcher has used primary data collection techniques which are Questionnaire and telephonic Interviews for this objective.
In short, this research concludes that managing the skills and knowledge of employees through e-learning completely depends upon the good e-learning content material and resources which should be according to the needs of the learners as well as organization.
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