| The rewards, disciplines
and potential for a management qualification, clearly represent significant motivation
factors, as does the consequence of using the integrated 360 Performance Appraisal
system, but in addition to these important contributors to maintain elearning
momentum also involves establishing an online training culture:

A. From the HRD Online Training
System's User Activity
One of the most valuable features of the HRD Online training
management and elearning system is that it "reactively"
suggests elearning to users. The system does this by:
- Utilising
the "push learning" technology - to push learning bites at participants
relating to incorrectly answered eprogramme test questions.
- Linking 360
feedback to the resource library to set up a prioritised online training plan
B. From the HRD Online Training
System's User Manager
In
addition to conducting a Performance Appraisal and setting
Training Need priorities, and reviewing training results,
the employee's manager can:
- Register
employees for elearning courses
- Register employees for eprogrammes
- Update
Personal Development Plans
- Verify and
update Continuous Professional Development records
- Email employees,
individually or collectively, with company or departmental news bulletins
- Email
elearning recommendations to individuals (or groups)
i.e.
the system's push learning technology, plus peer users, and user management
are all combining to "PUSH" the user through required
learning activity - with the possibility of a good appraisal or a qualification
waiting as a reward (the "PULL" factor)
Effective value adding online training -
We believe that with CPD hours mounting, and feeding
performance reviews and personal development
action plans, and possibly contributing towards professional
qualifications, the HRD Online training system not only
maintains elearning momentum, and motivation, but actively
promotes life-long learning.
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