The HRD Online training management and elearning system is not just about learning but also about the management of the learning process. We believe that to be successful online training implementation must adopt an integrated approach to HRD. This means integrating Performance Assessment with Training Needs Analysis, with Personal Development Plans, with Continuous Professional Development records, with online training blended with other training resources, learning methods, and corporate learning programmes.

This is what the
HRD Online training management and elearning system
is designed to do!

A) Resources - external online training systems administrators and internal or external elearning coaches need to work actively with your HRD personnel to ensure that both the online training system, courses, programmes and support services are fully understood before implementation can commence. From this foundation all levels of the organisation need to attend induction tutorials / workshops to ensure they also fully understand both the online training process and the elearning administration and elearning support environment.

This is crucial not only to help the organisation, its managers and employees make the transition to an online training form of learning, but also to help them understand it and build enthusiasm for it.

B) Learning Methods - individuals subscribing to online training courses should not operate in a vacuum. Not all individuals have the same learning style and therefore to ensure that online training subscribers are learning effectively, and learning the right things, online training should be "blended" with other learning methods and other learning programmes for mutual reinforcement.

Our HRD Online training system partners can design and support customised online training programmes blended with in-house workshops, coaching, computer based simulations and residential action centred learning.

C) Corporate programmes - even customised online training programmes are not a substitute for corporate learning programmes. Identifying Training Needs and designing learning programmes to satisfy those needs must remain at the heart of HRD. Why? Because without this approach the organisation cannot ensure that it is developing the skills it needs from individual employees to satisfy both current and future needs. It is a grave mistake to assume that online training is a cost-effective substitute for corporate programmes. It would be very appropriate though to assume that online training will enrich corporate programmes, and should make their learning significantly more effective and more likely to endure. Also it should be possible to reduce the time taken to achieve the required level of learning.

Without this preparation and full integration there is a real risk that the online training subscriber's motivation and momentum will fade and if that happens then the organisation will see a high dropout rate.

The HRD Online training management and elearning system incorporates
Performance Assessment, Training Needs Analysis, Personal Development Planners, customised blended online training courses, Training Results and Continuous Professional Development records - all visible to authorised personnel