WEBFOLIO 2

Blog 1: Web Based Employee Learning and Development.

            Employee learning and Development (ELD) is a part of Human Resources Information System. Usually learning term related which training but in this case learning term will be used to show the learning process of employees to achieve their goal. The purpose of the training and management development programs is to improve employee capabilities and organization capabilities (Watad & Ospina, 1999). Employee’s capabilities related to their knowledge, skill and attitude (KSA).

            ELD system help management plan and observe the employee training, career development and employee’s performance. Besides, ELD system also helps to analyse the employee career development systematically. In addition, ELD system help management to analyse the best program that is succeeds and also will suggest the program to other department to manage their employees.  

            According to Myers and Tan (2002), the best learning occurs when it is requires looking at the process as the medium as well as emerging user need. Through the process employees can relate their knowledge and experiences into their work, at last retention will be enhances. Therefore, employee will be more effective and productive worker parallel with organization’s goal. However, management also have to concern about style of learning. According to (Forrest & Peterson, 2006), to be effective, training and management development programs need to take into account that employees are adult learners. The style of learning will affect the training output.           

Training programs runs successfully with proper preparations like Training Need Analysis (TNA). But, how organization measures the effect of training to their employees? According to Kirkpatrick (1959) suggested using four criteria in measuring effectiveness training. There are Reaction, Learning, Behaviour and Result. These four criteria will help organization to measure an effectiveness of training program through reaction, learning, behaviour and result of employees after training program.

Therefore, to maximise employee’s effectiveness and productiveness after training and development, manager should constantly assess employee’s current training needs and identify employees need. This assessment will help employees achieve what they should to be achieved. The requirement of organization is to have productive employees, so that manager must obverse and analysis employee’s KSA in order to suit with the organizations goal. Organization should know how to influence their employees, this is because different employees will have different needs and these needs will change overtime as employees continue in their careers.

References :

Watad, M. & Ospina, S. (1999). Integrated Managerial Training: A Program for Strategic

Management. Review of Public Personnel Management.

Forrest III, S. P. & Peterson, T. O. (2006). It’s Called Andragogy. Academy of Management

            Learning & Education, 5(1), 113-122

Myers, M.D. & Tan, F.B. (2002). Beyond Models of National Culture in Information System

Research. Journal of Global Information Management.

Kirkpatrick, D. L. (1959). Techniques for Evaluating Program. Journal of the American

Society of Training Directors.