E-Learning
2003 Learning Management and
Career & Organizational Development Buyers Guide

SEE PAGE 30
Volume VIII, Issue 2  
April/May 2003 US$10.00
IHRIM Logo
A Publication of the International Association for Human Resource Information Management • www.ihrim.org
Cover
Departments
Up.link
Jay Fernandez
Guest Editor

In My Opinion
Hiring for Success: Choosing the Right HRIT Consulting Firm

Private Eye
Privacy as Strategy: Winners Take All

Project Management Perspectives
Managing a Project Using an ASP

Function Focus
A Look at Future Human Capital Management Applications

Next Gen Workplace
Why Soft Skills Will Drive the Future Workplace

HRIS in the Small to Mid-Size Market
Getting the Most Out of Your Current System

Tech Notes
Invest in Technology in a Down Economy?
You Must Be Kidding!

Talking With
Microsoft Business Solutions

The Back Page
Projects with Personality
FEATURES
 
A LESSON TO LEARN: THE SHORTEST DISTANCE BETWEEN EMPLOYEES AND KNOWLEDGE IS E-LEARNING
By Nicole Saunders
Although challenges exist in implementing e-learning, many organizations receive favorable responses from employees and overcome any initial difficulties. As organizations continue to experience elearning and profit from this strategy, more organizations will evolve to utilizing e-learning. Then, e-learning will be considered the standard practice within organizations, not the trend.

LEARNING MANAGEMENT SYSTEMS: CUT COSTS WITHOUT CUTTING TRAINING
By Deborah Schmidt
The personalization of LMS’s is an opportunity to send the message that management is concerned and values each individual’s daily work. Success comes from the ideas, vision and actions of the people who create, design and develop your company’s products. Empowered, better-trained employees improve the business.

OFF-THE-SHELF TRAINING – LET THE BUYER BEWARE!
By Lauren Smith
One of the first things to look for when deciding what content to purchase is “Who designed it?” There are a lot of training vendors out there that don’t have a single instructional designer involved in the development process. That’s a little like having a plumber build your house. Sure, the plumber has seen a lot of houses being built, but he’s not a carpenter.

LEARNER VARIANCE AND E-LEARNING IN A CORPORATE ENVIRONMENT
By Jared Schaalje and Dr. Van Newby
Organizational development and HR professionals value training employees, and see training as a means of improving worker performance and ultimately having a substantial return on investment for the organization. E-learning that is personalized to suit a learner’s orientation, difference and style has the promise of not only being more affordable, but also being highy successful at helping a larger number of empoyees grow and progress.

CASE STUDY: IMPLEMENTING COMPETENCY MANAGEMENT IN CHINA
By Oliver Chen and Ronno Lee
Over the past year, International Information Product Company has invested a great deal of resources to develop various training and development tools to deploy competency management throughout the organization. By leveraging competency in training and development, competency management has ceased to be a concept and it directly affects everyone in IIPC.

2003 Learning Management and Career & Organizational Development Buyers Guide
 
 
 
 
 
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