The to Adkins (2011), the cost of corporate

The demand for various methods for learning has grown
manifold. The use of organization electronic learning
(eLearning) is on the demand
as many organization firms have adopted
eLearning for employee learning
and training to create a collaborative learning
experience. eLearning is an
approach designed to provide learning
solutions using information technology. Chen (2008) defined
eLearning as combining technology with learning, delivered using telecommunication and information technologies, and a type of training distributed on a computer supporting
learning and organizational goals. eLearning
can be grouped into several
categories: purely online, blended, or hybrid. eLearning can be delivered using
print (e-text, eBooks, ezines), audio (streaming audio, audio tape), reviews
and exams (electronic, interactive, paper), video (streaming video, video tape,
satellite transmission, cable), and communication (threaded discussions,
forums, weblogs, asynchronous listservs) or synchronous chat (teleconferencing
and videoconferencing). eLearning can include
web based, instructor led group, self-study, self-study with subject
matter expert, computer-based (CD- ROM), and video/audio tapes.


According to Adkins (2011),
the cost of corporate eLearning
in the United States are estimated to be $6.8 billion and by 2015, eLearning expenditures are expected to reach at least $7.1 billion.
eLearning products and services expenditures will continue to rise for small,
medium, large, and enterprise companies. Out of the total eLearning market (US),
organizations account for 37.4%, the largest segment in 2010 of the US
expenditure in the eLearning market
(Adkins, 2011). Each industry
growth rate will various based on eLearning
products and services used.
However, the summative growth rate is on the uptrend (Adkins, 2011). The globalization
of business today has caused many organizations to rely on eLearning as the
future because of its ability to reach large groups of people in different
areas or countries, reducing costs, reducing the environmental impact of normal
business travel, and efficient dissemination of information. eLearning
has come to be the preferred learning
method for many individuals due to its global
reach and accessibility. With a click of the internet, eLearning can take place
anywhere. eLearning benefits include (1) virtual solution training has reduce
the training expenses; (2) training solutions for employees; (3) ability to maintain training
records, personalized to
track employee performance, training needs, and other pertinent information;
(4) ability to produce custom-made training courseware to meet increasing training solutions; (5) accessibility to accurate and current training resources is available through
systematic examinations and updates of eLearning materials and information from subject
matter experts (SMEs); and (6) choices between online training and classroom based training.



have adopted eLearning as a teaching instrument in their business operations. eLearning
as a training and educational tool for organizations and it has many advantages
and disadvantages. Investments in learning and training have a larger impact on
employee productivity. Dardar, Jusoh, and Rasli (2011) linked employee training
with employee turnover and job satisfaction. Employees can be trained using
eLearning and they will work harder, employees are willing to work for same
company and it will improve the productivity and profitability. Productivity and satisfaction
can be negatively influence the employee training. An increase in demand for education and training, the need for
higher bandwidth to access advanced technologies, and the use of digital
convergence and adaptive technology. eLearning is becoming an alternative form
of education and training for organizations because of higher demand for the
latest technological innovations, the creation of communication systems and sophisticated
technology, and industry dissatisfaction of the responsiveness of traditional modes of delivery. As corporate leaders should
make sure eLearning implementation is appropriate in terms of access, scalability,
timeliness and affects the work environment




leaders continue to see eLearning as a necessity in their efforts to meet the
educational and training needs of their stakeholders and organizational strategies. eLearning assists in
keeping employees’ skills current to help bottom line performance, and many
organizations are looking to embrace eLearning to ensure regulatory training.
The cost of eLearning is the most important concern for large organizations and
Small Medium Size (SMS) organizations (Brown et al., 2006). Despite the
importance of continuous learning in current times, no known research has
examined the viability of eLearning as compared to more traditional techniques
(Kuznia, Kerno, & Gilley, 2010). In this paper, we examine the use of
eLearning and how it impacts various facets of employee attitudes and
performance. We gathered and analyzed data on eLearning from 10 educational and
2 businesses in the United States. The results show not only is there is
tangible evidence that eLearning is an effective and viable method
of information transference, but it also influences employee
attitudes toward the corporation.
In addition, this paper discusses some limitations regarding eLearning. The
next section describes the relevant literature related
to eLearning and some of the benefits
as well as drawbacks. Next,
we will outline the data and methodology used in the study. The results
are presented in the following section. The paper closes with some concluding comments.