The major approaches towards facilitation of the learning needs in our organization are represented in the following manner: classroom style training, e-learning and the job learning (Werner, J., & DeSimone, 2009). In the lion share of cases, such learning is performed by the higher headquarters for the employees on an obligatory basis. In the case if some learning needs cannot be satisfied by the internal sources of the organization, the outside organizations (such as Project Management Professional Training, MS Project Training and Source Selection Training) are hired for conducting the professional training for the employees
There is a set of complications, faced both by the employees and the management of the organization in terms of making such forms of training effective and efficient. For instance, it was considered both by civilians and militaries that they mandatory training (on an annually basis) is not effective enough and that completing of such training does not bring the sufficient outcomes for their professionalism and awareness in the particular areas. In addition, the contractors within the organization jump on the opportunity.
That is why, there is a need of developing an innovative and more effective approach towards training (Naidu, 2003). For this purpose, it is recommended to launch the e-learning sessions for the personnel, which would completed by them at the timeframes, selected by each employee individually- depending on one’s workload. The major advantages of such approach are the following: it is used by significant number of the entities due to the fact that its effectiveness is almost the same as in the case of the traditional learning, but at the lower cost. Even while taking into account the fact that the costs for the e-learning program development are higher in comparison to the preparation of one traditional classroom session, this program may be used by the organization for many times; thus, such investment may be referred as rational ones. In addition, the e -learning delivery costs are lower in comparison to the expenditures for the instructor time, travel of the participants of the training. (FAO, 2011)
References
FAO (2011) E-learning methodologies A guide for designing and developing e-learning courses. Retrieved from: http://www.fao.org/docrep/015/i2516e/i2516e.pdf
Naidu, S. (2003) E-learning: A Guidebook of Principles, Procedures and Practices. Retrieved from: http://cemca.org.in/ckfinder/userfiles/files/e-learning_guidebook.pdf
Werner, J., & DeSimone, R. (2009). Human Resource Development (5th ed.). Mason, OH: South-Western Cengage Learning.
