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With reference to academic literature, evaluate the effectiveness of e-learning as a method of training and developing employees.

Employee development is seen as crucial to an organisation's prospects of achieving and sustaining competitive advantage, and assisting change, (Bratton and Gold, 2007). It is estimated that "50% of all employees skills become obsolete within 3-5 years... it is a daunting task to maintain a well educated and high performance workforce in today's global economy" (Zhang, 2003). Finding it difficult to balance the demands on employees' time to ensure the smooth running and efficiency of their organisation with the demands of education and learning (Macpherson, Homan and Wilkison, 2006) along with an increasingly tougher economic background, employers are looking at ways to make training and development as cost effective as possible. To this end organisational leaders are looking towards e-learning. For HR managers with a keen financial interest in the delivery of development programmes, the medium offers cost-effectiveness, standardisation, flexibility and scalability. Equally important is the need to precisely track the record and performance of each learner through a learner management system (Roffe, 2002).

The concept of lifelong learning seen as necessary to enhance economic productivity and global competitiveness (UK govt.) is also seen as being assisted by the use of e-learning (Zhang et al, 2004). According to CMI (2008) self directed learning is a key area where e-learning is expanding.

According to CIPD (2009) there is no universal definition of e-learning, however Sloman and Rolph (2003) define e-learning as "learning that is delivered, enabled, or mediated by electronic technology". E-learning has a number of forms, including the use of web-based modules which are accessed at an individual's computer with supported learning provided within 'virtual communities' (Bratton and Gold, 2007) or through the use of newer technologies such as Blogs, discussion forums, podcasts, social networking sites.(CMI, 2008). This lack of common understanding can be a barrier to both learners and those responsible for considering or implementing e-learning as it is not known what to expect from e-learning (Dublin, L. 2004).

As well as the potential to make training and development more cost effective, the benefits of e-learning to both the employee and the organisation are many. However, this is provided they have been appropriately presented and adequately resourced. The benefits include: availability of 'just in time' learning that can be used continuously for learning and reference; flexibility of access (anytime, anywhere); reach an unlimited number of employees at the same time; consistent delivery and content; ability to log or track learning; ability to personalise learning (CIPD, 2009). Research into the effectiveness of e-learning compared with classroom learning, has found