SYNOPSIS- THE ROLE OF HR PROFFESIONALS IN DEVELOPMENT AND DEPLOYMENT OF SELF PACED ONLINE LEARNING PROGRAMS

UNDER THE GUIDANCE OF: Mr. NIPUN MAHAJAN (COO, RENAISSANCE ESERVICES PVT. LTD)
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SUBMITTED BYSARNA BATRA 127640 MBA 2ND SEM

Executive summary

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EXECUTIVE SUMMARY Self-paced online corporate training is growing rapidly in todays technology-based society. Instructional designers have an important role to ensure that online courses are designed to meet the needs, goals, and learning outcomes of the learner and their employer. Today organizations are constantly looking for more cost-effective ways to deliver training to their employees. E-learning is less expensive than traditional classroom instruction. In addition, many expenses booking training facilities, travel costs for employees or trainers, plus employee time away from the job - are greatly reduced. E-Learning is widely perceived as a learner-friendly mode of learning, offering alternative, self-paced and personalized ways of studying.

This report is meant to serve as an overview of the role of HR professional's in the development and deployment of e-learning programs. E-learning provides employers with an unprecedented opportunity. The information and communications technologies that characterize our age are redefining the future of learning in the workplace. Employers can use e-learning to advance the knowledge and skills of their employees and to create lifelong learners. Now employers can assess employees learning needs, update content on a regular basis to fulfill those needs, track and recognize employees learning and deliver it at work or at home through exciting e-learning applications. The objective of this report talks about the role of HR professional's in deployment of self-paced online learning programs and the tool used by them to evaluate the outcome.

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NEED OF THE STUDY

In the run to remain competitive in todays labour-tight market, companies are exploiting advances in technology to train employees rapidly, effectively, and at less expense Corporations view E-Learning as a competitive weapon rather than a bothersome cost factor. As trade borders become less significant, global competition intensifies. International expansion has led to larger and more complex corporations. Todays businesses have more locations in different countries and employ larger numbers of workers with diverse backgrounds and educational levels. More information has to be delivered in increasingly bigger organizations, testing internal planning, logistics, and distribution. Corporations worldwide are now in search of more innovative and competent ways to deliver training to their geographically dispersed workforce this is where the need of the study comes into picture.

OBJECTIVES OF THE STUDY

To identify the role of HR professionals in providing online training programs. To identify the satisfaction level of employees from self- paced online learning programs. To identify how company measures the outcome of self- paced online learning programs.

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LITERATURE REVIEW

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LITERATURE REVIEW Literature related to workplace learning or training is bald in its efforts to contain learning and knowledge in market paradigms that concern the capture, buying, selling, valuing, transfer, and possession of the capital inside workers heads. OECD (1996, p. 7) report describes the knowledge based economy as one in which producers and users...exchange...both codified and tacit knowledge. It would seem that even the most informal and embodied aspects of workers learnings are thus subject to the scrutinizing eye of the organization that seeks to wring or wrest or expose knowledge to further its own interests. Knowledge is packaged into learning objects and modules, delivered (Mingail, 2000), assembled, and disassembled (Commission on Technology and Adult Learning, 2001), quantified] and capitalized on (Bolita, 1999a). It is acquired and distributed (Zhang and Nunamaker, 2003). Learning is a product line, (Gold, 2003), the raw resource of the new economy (Hodgins, 2002,p. 44), an investment upon which a return is expected. For Adkins (2003, p. 28),e-learning is a core business process that must be automated like any other business process. And, finally, as ASTD CEO John Cone states, Technology enables us to run learning like a business (Oakes, 2004, p.18).Once knowledge has been deemed a product, it is only small magic to turn learners into consumers. Morrison (2003) describes corporate training as a vertical e-market place in which the organization delivers a service to its employees. Campion (2001, p.71) describes a cult of learning wherein knowledge flow [s] forth like fuel from the pump ready for us to consume as we continue our travels!!. The lifelong learning journey is a frantic one that often leaves little time for t hat knowledge to be reected upon. For as is almost universally the case in our hurry up culture, learning, like other services, becomes a question of speed and convenience for the consumer. Learning objects, modules, and just-in-time initiatives (Bolita, 1999b; Mingail, 2000;Morgan, 2001; Sambataro, 2000) carve knowledge into tasty and attractively packaged bites for the harried e-learner who hasnt the time or energy to partake of a more substantial intellectual meal.Much of the metaphorical language described here is so ubiquitous as to be hackneyed. Yet, it is precisely at this point that we begin to take its meanings and assumptions for granted, thus warranting a thoughtful step back for some hermeneutic scrutiny. The industrial production metaphor has significant consequences for the ways in which knowledge workers are asked to think and learn. Investing in e-learning: the trouble with ROI One of the biggest differences between e-learning and other forms of training is that e-learning is completely track able . You know everything that every learner did, unlike classroom training. You have the opportunity to measure precisely the impact of your e-learning investment....E-Learning is not
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a training tool. It is a business performance improvement tool (Bershin, 2002).The ability to monitor and measure employee training activity is an oft-cited feature of e-learning (Grollman and Cannon, 2003; Harris, 2004; Kirk, 2002; Little, 2002). It is a significant pre-occupation within industry-based publications and certainly among vendors ever-present, cost-saving claims. ROI, or return-on-investment, is everywhere: corporate executives want a clear indication that e-learning can deliver the goods in terms of cost-savings and efficiencies.

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RESEARCH DESIGN

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For this study both descriptive and analytical type of research design has been be used. It involves surveys and fact finding enquiries. The research used descriptive research to discover the opinion of the HR professionals.

The general intent of this descriptive study was threefold. Therefore a systematic and organized methodology was obtained for the research study. A survey design was used to obtain the required information. The population for this study comprised of HR professionals working in various companies deploying self-paced online learning programs in the Local and NCR Region. A sample size of 20 was chosen for this study. Convenience sampling technique was used to gather data from the respondents, through an online questionnaire

DATA COLLECTION METHOD

The Primary data was collected from the HR professionals of various organizations online structured questionnaire and telephonic interview method.

The Secondary data was collected from internet and literature review. DEVELOPMENT OF THE QUESTIONNAIRE- Further to study the response a questionnaire was developed under the supervision of the guide. The questionnaire aims at genuine feedback from the surveyed HR professionals .The questionnaire was basically named as THE ROLE OF HR PROFESSIONALS IN DEVELOPMENT AND DEPLOYMENT OF SELF PACED ONLINE LEARNING PROGRAMS.

DATA COLLECTION- The data was collected from the HR professionals of the companies named IFBI, LANCO POWER LTD. , SEAGULL LOGISTICS, LANCOANPARA POWER LTD., LANCO INFRATCH LTD. (EPC DIVISION), LANCO AMARKANTAK LTD.

SAMPLING METHOD
As it is stated above that for completion of our report work we conducted a Survey. For conducting this survey selecting appropriate sample size was an imperative task. Moreover the most important aspect of the research work is selecting the right respondent for the successful completion of the project.
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Following is the description of the Sample Design considered for survey: SAMPLE SIZE: The sample size, which is taken for the project, is 20. This sample size consists of professionals from different organizations . SAMPLING TECHNIQUE: The sampling technique used in the study is Convenience sampling technique. COLLECTION OF THE DATA: The method of Data collection used in the study is Survey/ Feedback methods. As discussed above that the respondents were send online questionnaire and were asked to fill the THE ROLE OF HR PROFESSIONALS IN DEVELOPMENT AND DEPLOYMENT OF SELF PACED ONLINE LEARNING PROGRAMS. RESEARCH INSTRUMENT The research instrument for the study is Questionnaire/telephonic. Keeping in view the objective of research a questionnaire was build under the supervision of the project mentor (guide). STATISTICAL TOOLS AND TECHNIQUES USED FOR ANALYSIS The tools and techniques used for analysis of the data, collected through questionnaire, is Microsoft Word Document Microsoft Excel Pie chart

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PRESENTATION TOOL

PIE CHARTS

SUMMARY OF RESEARCH METHODOLOGY

Research Type Research Approach Source of data Data collection method Research instrument Sample unit

Descriptive Survey Primary data and Secondary data Survey / telephonic Online Questionnaires HR professionals deploying self-paced online learning programs in the organization. 20 Convenience sampling

Sample size Sampling technique

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