The adoption of e-learning across professional groups in a Fortune 500 company.

摘要

At a time when learning is being recognized as a critical part of organizational success, new structures are challenging the ways that organizations learn. As organizations strive to compete for cost effectiveness and efficiency, e-learning has become a desirable method to provide knowledge and skills on a global basis in a way that is both effective and efficient. Organizations are using e-learning alternatives that allow employees to get help to solve complex problems and complete projects important to business success without waiting for scheduled training or traveling to a training site. However, there is little empirical evidence regarding cultural concerns and their relationship to the implementation of e-learning, organizations have limited guidance on strategies for successful implementation.; The purpose of the study was to determine the impact of professional group membership on the rate of adoption of e-learning. The sample consisted of Engineering, Finance, Human Resources, Legal, and Marketing professionals from a Fortune 500 manufacturing company. These professional groups were selected for participation in the study based on potential exposure to e-learning courses. Professional groups were categorized based on Rogers (1995) five categories of adoption: Laggard, Late Majority, Early Majority, Early Adopter, and Innovator. Survey was the method of data collection. A mail questionnaire was used to measure the rate of adoption e-learning, concerns about e-learning, and specific demographic variables.; Data analysis included the use of basic descriptive, multiple regression, and analysis of variance. The statistical analysis was used to investigate the relationship between professional group membership and rate of adoption of e-learning and concerns about e-learning.; Results revealed that professional groups do indeed adopt e-learning at different rates but that primary concerns about e-learning were the same. Recommendations for HRD professionals, business managers, and HRD educators and researchers are provided.