ABSTRACT
Urdan and Weggen (2000) observe that with technological change increasing
the complexity and velocity of the work environment and growing demand for
higher levels of knowledge, skills and employee retention, training and re-
learning are essential in all of today’s businesses and industries. In the challen-
ging economic environment following the global financial crisis, it is even
more important to ensure that employees are well skilled and knowledgeable,
but time spent away from the workplace on training reduces employee produc-
tivity and company revenue. However, as increasing numbers of employees use
computers in their workplaces, online learning enables them to access training
at the time and place of their own choosing, and the Internet enables reusable
and adaptable e-learning resources to be delivered to multiple locations easily
and conveniently. This is why Lake (n.d.) observes that e-learning is expected
to become the third most used application on the Internet after email and
search. He reports that in 2004, corporate spending on e-learning was around
US$5 billion globally and was expected to grow to around US$ 50 billion by
2010. Clark and Mayer (2008) report that between 2001-2006, computer-
based instruction in the United States increased from 11% to 29% of all work-
force training. Karen (2010) observes that in 2009, US companies delivered
more workplace training with fewer training personnel and at lower cost by
means of live online instruction and self-directed e-learning. A 2009 study in
the United Kingdom showed that 64% of organizations were increasing their
learning technology budgets to strengthen and improve training and develop a
better qualified workforce (Little, 2009).
