Reston, Melissa Isabel C. 4 0
Developing an e-learning-based employee development plan : as instrument to strategic transition plan and basis for a proposed total value learning model / 6 6 Melissa Isabel C. Reston. - - - x, 117 pages 28 cm. - - - - - . - . - 0 . - . - 0 .
Thesis (M.A.) -- Pamantasan ng Lungsod ng Maynila, 2008.;A thesis presented to the faculty of the Graduate School of Arts, Sciences and Education in partial fulfillment of the requirements for the degree Master of Arts in Psychology major in Industrial Psychology.
5
ABSTRACT: STATEMENT OF THE PROBLEM: The focal point of this research is to devise a strategy that would transition a company that employs singularly traditional classroom-type training to a more technologically-advanced e-learning method. This goal will be ably supported by a comprehensive learning model which intends to answer usual problems, difficulties and challenges usually encountered in the implementation of trainings. The determining factors that would show the need to transition will be identified to serve as basis for proposing the transition and the proposal for a total value learning model. The research purports to answer the following questions: What factors determine the need for a strategic training and development system transition plan? In relation to employees' perception of training attendance, cost of training, and number of trainings provided in a year; Considering the human factors, what are the personal reactions among learners about e-Learning? In terms of: Reactions to the transition phase through the introduction of a combination of various e-learning and traditional learning e=methods. Actual experience of the trial group using an e-learning demo courseware for a one-week trial period: Through training needs analysis, what steps are to be followed to come up with an effective Employee Development Plan?; To what extent did the respondents react to the transition phase incorporated in the Employee Development Plan, by way of introduction of e-learning methods along with the traditional classroom-type training?; What significant relationship exists between the reactions of the rank & file respondents and supervisors respondents to various e-learning and traditional classroom-type training methods?; Based on the findings of the study, what learning model can be proposed? METHODOLOGY: The study used a combination of qualitative and quantitative methods. Convenience sampling was used in identifying the participants. The research made use of e-Learning Survey Questionnaire and Training Needs Analysis Questionnaire and conducted interviews of the sample group participants to validate the findings of the study. STATISTICAL TREATMENT: The following statistical treatment were used: (1) frequencies and percentages; (2) weighted means; (3) standard deviations; and (4) Spearman Rank Order Correlation Coefficient for Tied Ranks. SUMMARY OF FINDINGS: It was found that: (1) There were factors that determine the need for a strategic transition plan in training and development, first, is the training attendance as evidenced by the consistent escalation of the number of employees who do not attend trainings or fail to complete trainings; second, is the considerable amount of training budget and employee time wasted whenever trainings are not attended or completed; and third, the number of training programs provided by the company. There is a continuous and increasing demand for employees to remain updated and highly knowledgeable with the latest trends and practices in the industry in order for the company to maintain its competitiveness and fast track the completion of its plans and projects; (2)As gleaned from the respondents' answers about the most interesting or most preferred training methods on a 5-point rating Likert Scale, respondents' answered that their top 3 most interesting preferences were External Training, Knowledge-sharing and On-the-job training. Interestingly, the top three somewhat interesting choices were all different forms of E-learning, such as Wiki, Online/ Web-based training and Blog. Employees were naturally inclined to choose methods that were familiar and comfortable, however, having chosen three E-learning methods as second most interesting forms of training strongly suggests that employees reacted positively to E-learning, which in turn indicates that employees would most likely accept E-learning with an open mind. The variety in this case lends effectiveness to the learning.
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Developing an e-learning-based employee development plan : as instrument to strategic transition plan and basis for a proposed total value learning model / 6 6 Melissa Isabel C. Reston. - - - x, 117 pages 28 cm. - - - - - . - . - 0 . - . - 0 .
Thesis (M.A.) -- Pamantasan ng Lungsod ng Maynila, 2008.;A thesis presented to the faculty of the Graduate School of Arts, Sciences and Education in partial fulfillment of the requirements for the degree Master of Arts in Psychology major in Industrial Psychology.
5
ABSTRACT: STATEMENT OF THE PROBLEM: The focal point of this research is to devise a strategy that would transition a company that employs singularly traditional classroom-type training to a more technologically-advanced e-learning method. This goal will be ably supported by a comprehensive learning model which intends to answer usual problems, difficulties and challenges usually encountered in the implementation of trainings. The determining factors that would show the need to transition will be identified to serve as basis for proposing the transition and the proposal for a total value learning model. The research purports to answer the following questions: What factors determine the need for a strategic training and development system transition plan? In relation to employees' perception of training attendance, cost of training, and number of trainings provided in a year; Considering the human factors, what are the personal reactions among learners about e-Learning? In terms of: Reactions to the transition phase through the introduction of a combination of various e-learning and traditional learning e=methods. Actual experience of the trial group using an e-learning demo courseware for a one-week trial period: Through training needs analysis, what steps are to be followed to come up with an effective Employee Development Plan?; To what extent did the respondents react to the transition phase incorporated in the Employee Development Plan, by way of introduction of e-learning methods along with the traditional classroom-type training?; What significant relationship exists between the reactions of the rank & file respondents and supervisors respondents to various e-learning and traditional classroom-type training methods?; Based on the findings of the study, what learning model can be proposed? METHODOLOGY: The study used a combination of qualitative and quantitative methods. Convenience sampling was used in identifying the participants. The research made use of e-Learning Survey Questionnaire and Training Needs Analysis Questionnaire and conducted interviews of the sample group participants to validate the findings of the study. STATISTICAL TREATMENT: The following statistical treatment were used: (1) frequencies and percentages; (2) weighted means; (3) standard deviations; and (4) Spearman Rank Order Correlation Coefficient for Tied Ranks. SUMMARY OF FINDINGS: It was found that: (1) There were factors that determine the need for a strategic transition plan in training and development, first, is the training attendance as evidenced by the consistent escalation of the number of employees who do not attend trainings or fail to complete trainings; second, is the considerable amount of training budget and employee time wasted whenever trainings are not attended or completed; and third, the number of training programs provided by the company. There is a continuous and increasing demand for employees to remain updated and highly knowledgeable with the latest trends and practices in the industry in order for the company to maintain its competitiveness and fast track the completion of its plans and projects; (2)As gleaned from the respondents' answers about the most interesting or most preferred training methods on a 5-point rating Likert Scale, respondents' answered that their top 3 most interesting preferences were External Training, Knowledge-sharing and On-the-job training. Interestingly, the top three somewhat interesting choices were all different forms of E-learning, such as Wiki, Online/ Web-based training and Blog. Employees were naturally inclined to choose methods that were familiar and comfortable, however, having chosen three E-learning methods as second most interesting forms of training strongly suggests that employees reacted positively to E-learning, which in turn indicates that employees would most likely accept E-learning with an open mind. The variety in this case lends effectiveness to the learning.
5
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2
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----2
/ 2
/ 2
/
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