WEB-BASED EMPLOYEE LEARNING AND DEVELOPMENT

The nature of work and structure and organization are keep changing such as internationalization, globalization and the changes of customer expectation about the firm’s service and quality standard need the firm to improve and upgrade themselves to remain competitive. So in improving and upgrading themselves, the firm need increase the knowledge and the potential of the employee. Then the learning, training, and development of the employee can ensure to the long term competitiveness , excellence, quality, flexibility and adaptability of work changes and have new service and product. All of these are with the training and development process. The T&D activities also help to alleviate possible future skill shortage of employees. ( Kavanagh, Thite & Johnson, 2011)

            Improve the employees knowledge and skill through, training, learning, and motivating so that they can perform to their work effectively. The training will be more effective of the employee can understand what they learn. To make the training and learning more effective, Dessler & Tan Chwee Huat (2010) are suggested several way such as make the learning meaningful so that the employee as a trainees can easily understand and can remember the material, make it easy for employee to transfer their new knowledge to their current job. And lastly motivate the employee as learner to by doing many practical example as possible and providing immediate feedback whether they learn correctly. Other than learning process, the development of employee important in organization. Development is the continuous process of systematic advancement. The development make sure the employee posses the KSA required to fulfill the future roles in the organization. ( Kavanagh, Thite & Johnson, 2011)

            Before having give the opportunities of learning and developing the employee., the employer is require to identify their learning and development needs first. The Training Need Analysis (TNA) is the key activities of the systematic approach and essentially serves to identify any discrepancies or the T&D gap. The organization employ an HRIS to collect, store and analysis training needs data, and ensuring that the resulting information is both timely and accurate. ( Kavanagh, Thite & Johnson, 2011)

            Beside that, there are few learning and training methods in improving the employee’s skill knowledge and ability. For example, computer-based training, which the interactive technologies reduce the learning time. Other than that, simulated training, video conferences, internet-based classes, teletraining, e-learning, and so on.( Dessler & Tan Chwee Huat 2010)