E-learning can reduce some of the costs associated with traditional delivery especially travel and employee absence from the workplace. Cost savings can also be realized by using subject matter experts and existing tools and technologies to develop content internally, rather than sourcing it externally. This content development approach also allows employees to be more closely involved and can produce more relevant materials. There were several benefits of E- Learning on Internal companies Policies, firstly we find the financial situation of any company and its facilities which is provided to own customers and also get facts of development. All new staff members are given a timely program of induction including an introduction to all policies for the Company.
Many people lose their perfection due to no knowledge of the company’s policies. So, E- Learning on companies’ policies is the most important content which gets legal power to fight for our rights. E-learning can also be particularly useful when there is a geographically dispersed workforce because it can deliver a consistent learning experience. From an employee perspective, e-learning can provide flexible learning options and also allow them to more rapidly up-skill. Simulations and virtual reality environments are being used to provide more relevant, authentic workplace learning. E-learning can offer more customized training. E-learning also allows employees to revisit challenging aspects of the course more readily.
Some firms are starting to introduce systems, technologies, and processes that embed training and learning within employees’ daily work flows. Informal learning is important in the workplace. E-learning can support this in two critical ways. Firstly, it can codify tacit or informal information and knowledge and make this available to the organization and its external stakeholders. This also improves organizational knowledge management. Secondly, e-learning on companies’ policies makes it easier for employees to form networks with others in the organization and externally to share information and knowledge to assist with their daily work or up-skilling.
Centralizing e-learning initiatives with greater senior management support was driven initially by the desire to reduce training costs. A technology training center provided specialized staff to develop e-learning materials. Regional training centre were created to assist larger group trainings. They also adopted simulations with supporting strategies and policies. These courses included regular refresher training for all personnel such as first aid, core courses for promotion, and legislated courses.
Businesses sometimes introduce e-learning when they do not have an appropriate learning culture in place to support it. For example, managers may not provide sufficient time for employees to undertake e-learning during the work day. Restrictive company policies about who can access computers and when they are available also hinders workplace e-learning. The additional flexibility provided by e-learning coupled with unsupportive work environments can mean that workplace e-learning needs to be completed outside work hours which may not be suitable for all employees, especially those with family or care-giving responsibilities. Firms can adopt technologies and systems that are difficult to use and access, are unreliable, and lack technical support.