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E-learning: An evaluation of knowle...

Jun, Sohee.

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E-learning: An evaluation of knowledge acquisition in training.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	E-learning: An evaluation of knowledge acquisition in training./
作者:	Jun, Sohee.
面頁冊數:	108 p.
附註:	Chairperson: Jeffrey Kane.
Contained By:	Dissertation Abstracts International63-06A.
標題:	Education, Industrial. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3058298
ISBN:	0493734201

E-learning: An evaluation of knowledge acquisition in training.
Jun, Sohee.

E-learning: An evaluation of knowledge acquisition in training. - 108 p.

Chairperson: Jeffrey Kane.

Thesis (Ph.D.)--Alliant International University, Los Angeles, 2002.

The digital economy places a premium on new business models, customization, and innovation. To guarantee success in this environment, individuals and organizations must remain flexible, acquire new skills continuously, and identify new ways of managing knowledge and information. Although technology is driving much of the change in business and work environments, it also serves as a prime tool for keeping pace with rapid change.

ISBN: 0493734201Subjects--Topical Terms:

1017516
Education, Industrial.

E-learning: An evaluation of knowledge acquisition in training.
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500 $a Source: Dissertation Abstracts International, Volume: 63-06, Section: A, page: 2166.
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520 $a The digital economy places a premium on new business models, customization, and innovation. To guarantee success in this environment, individuals and organizations must remain flexible, acquire new skills continuously, and identify new ways of managing knowledge and information. Although technology is driving much of the change in business and work environments, it also serves as a prime tool for keeping pace with rapid change.
520 $a The benefits of e-learning, defined as instructional content or learning experiences delivered or facilitated by electronic technology, rely on the relationships that link learning, people, and organizational performance. There is a strong economic incentive for business to embrace e-learning. Each year government and private industry in the United States spend billions of dollars on training and development activities. In a 1999 ASTD “State of the Industry Report”, the typical firm spent about $2 million on training in 1997, up from $1 .4 million in 1996. Projected total expenditures for 1998 were expected to be up slightly as well ( $2 .1 million). Figures like these inevitably lead some to question whether this money is being well spent.
520 $a This study applied the methodological framework of the Internal Referencing Strategy (IRS) as well as Kirkpatrick's levels of training analysis and Malcolm Knowles theory on Andragogy to determine knowledge acquisition between two different types of learning modes: e-learning and the classroom.
520 $a Three hypotheses were developed to explore how well participants learned in the classroom or online environment. A paper and pencil, 35-item, multiple choice pre- and post-test were administered to Human Resources professionals throughout the United States. These participants were enrolled in the online or classroom courses of the “Human Resources Learning Systems” (an HR certification course containing 6 different learning modules) through various Universities. In summary, differences were found between the two learner groups in their pre-treatment knowledge. Post-tests revealed that e-learners learned just as much as the classroom learners. Additionally, there were no significant differences in training satisfaction between the two groups.
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