Theses / Dissertations >
College of Arts and Social Sciences >
Please use this identifier to cite or link to this item:
|Title: ||The impact of E-learning on organizational training: a case study of Standard Chartered Bank Ghana Limited|
|Authors: ||Ofosu, Seth Kofi|
|Issue Date: ||25-Aug-2008|
|Series/Report no.: ||4844;|
|Abstract: ||Technology has penetrated and revolutionalised the training industry. The current economy requires knowledgeable workers. As information doubles and triples on a yearly basis, employees need to remain up-to-date and informed in order to match up with the changing trend. The introduction of e - learning helps organizations to gain competitive advantage over competitors.
This training method is made possible through web browsers) e-mail, internet, live audio and others. It fits around work schedule, budgets and has the advantage of achieving corporate objective of cost cutting, better customer service, high employees' performance and the speed at which employees are trained both internally internationally, attracted Standard Charted Bank globally. This project work sought to investigate the impact of e-learning training over the traditional classrpom training using Standard Chartered Ghana Limited as case study. To aid the investigation questionnaires were designed and pre-tested before sending it out to respondents. The questionnaire was also supplemented by interview. Respondents include some employees of Standard Chartered Bank. Results were subjected to various tests and comparison was made between the two training methods.
The findings revealed a strong relationship between the usage-frequency and what respondents like and dislike about both methods of training. These findings led to the conclusion that majority of the respondents advocated for e-learning over the traditional classroom training. From the analysis so far it has been deduced employees preferred the e-learning method to the traditional classroom training .1 can therefore conclude that e-learning is a better alternative.|
|Description: ||A Thesis submitted to the Department of Human Resources, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirements for the degree of Master of Business Administration (Human Resources), 2008|
|Appears in Collections:||College of Arts and Social Sciences|
Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.