Synchronous E-Learning for HR Management

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SYNCHRONOUS E
LEARNING FOR
HUMAN RESOURCE
MANAGEMENT

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CHAPTER 1
INTRODUCTION
CHAPTER 1
INTRODUCTION
This chapter has been discussed under the following headings:
1.1 A brief historic background on basic “Learning” for Education
History of Learning
1.2 Evidence of Learning during the Buddhist Education
1.3 E-Learning
a. Definitions of E- Learning

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1.4 Technology support for E-Learning
a. Indian innovation on E-Learning –Sakshat
b. Indian Tablet PC – Adam.
c. Virtual Learning Environment
1.5 Synchronous E-Learning Virtual Classroom
a. Audio and Video Conferencing
b. Chat
c. Shared whiteboard
d. Application sharing
e. Instant Messaging
1.6 Process of Synchronous E-Learning
1.7 Advantages of Synchronous E-Learning
1.8 Objectives of Research on Synchronous E-Learning for Human Resource
Management.

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1.1 A brief historic background on basic “Learning” for Education
History of Learning
Learning in India through the ages had been prized and pursued not for its own sake, but for the
sake, and as a part, of religion. (It was sought as the means of self-realization, as the means to the
highest end of life. viz. Mukti or Emancipation). Ancient Indian education is also to be
understood as being ultimately the outcome of the Indian theory of knowledge as part of the
corresponding scheme of life and values.
India was the only country where knowledge was systematized and where provision was made
for its imparting at the highest level in remote times. Whatever the discipline of learning,
whether it was chemistry, medicine, surgery, the art of painting or sculpture, or dramatics or
principles of literary criticism or mechanics or even dancing, everything was reduced to a
systematic whole for passing it on to the future generations in a brief and yet detailed manner.
University education on almost modern lines existed in India as early as 800 B.C. or even earlier.
The learning or culture of ancient India was chiefly the product of her hermitages in the solitude
of the forests. It was not of the cities. The learning of the forests was embodied in the books
specially designated as Aranyakas "belonging to the forests." Indian civilization in its early
stages had been mainly a rural, sylvan, and not an urban civilization.

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Ancient Learning
Figure 1: Early days of learning on counting with fingers for SamaVeda chanting.

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The ideal of education has been very grand, noble and high in ancient India. Its aim, according to
Herbert Spencer is the 'training for completeness of life' and the molding of character of men and
women for the battle of life. The history of the educational institutions in ancient India shows
how old is her cultural history. It points to a long history.
The word Upanishad itself suggests that it is learning got by sitting at the feet of the master. The
knowledge was to be got, as the Bhagavad Gita says, by obeisance, by questioning and serving
the teacher.
1.2 Evidence of Learning during the Buddhist Education
Buddhist education can be rightly regarded as a phase of the ancient Hindu system of education.
Buddhism, itself, especially in its original and ancient form, is, as has been admitted on all
hands, rooted deeply in the pre-existing Hindu systems of thought and life.
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1.3 E-Learning:
In the field of human resource management, training and development is the field concerned
with organizational activity aimed at bettering the performance of individuals and groups in
organizational settings. It has been known by several names, including employee development,
human resource development, and learning and development and now it is getting changed to
Talent Development to achieve and maintain a competitive advantage for the organization.
a) Definitions of E- Learning
E-Learning is defined as “The use of new multimedia technologies and the Internet to improve
the quality of learning by facilitating access to resources and services as well as remote
exchanges and collaboration” - The E-Learning Action Plan: Designing tomorrow’s education,
Commission of the European Communities, March 2001
E- Learning is not just E-training. E- Learning is the overarching umbrella that encompasses
education, information, communication, training, knowledge management, and performance
management. It is the web-enabled system that makes information and knowledge accessible to
those who need it, when they need it — anytime, anywhere -
1.4 Technology support for E-Learning
With the non-stop growth of technology, there is now a need for more advanced and convenient
training methods. Synchronous E-Learning is done in real-time with a live instructor
facilitating the training. Everyone logs in at a set time and can communicate directly with the

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instructor and with one another. During Synchronous E-Learning one can raise one’s cyber hand
to put questions to the trainer and communicate. This type of training usually takes place via
Internet Web sites, Web cast, audio- or video conferencing. This research study was conducted
to evaluate how effective is the E-Learning tool to make a process driven and learning
organization in the present talent age.
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Computers and telecommunications have started having a huge impact on organizations and
hence on their managers. Managers are discovering new ways of collaborating with others,
exploring new communities, inventing businesses, seeking resources, finding information and
learning through interacting electronically on a huge scale. A growing number of countries are
focusing their capacities in investing in their human capital as a critical feature of their economic
growth (Kamel 1999).
It is important to make some assessment of the state of readiness in terms of developing and
implementing E-Learning, M-Learning or any advanced ICT applications, especially with
reference to our Indian socio political development stage.
E- Learning, M-Learning and there is now a lot of speculation on the development and
potential application of wearable devices too.
a) Indian innovation on E-Learning - Sakshat is a tablet PC designed in India, a low cost
device in order to attempt to bridge the digital divide. A new prototype unveiled in 2010 has
been met with enthusiasm. The device has been developed as part of the National Mission on
Education through Information and Communication Technology that aims to link 25,000
colleges and 400 universities on the subcontinent in an E-Learning program via an existing
Sakshat portal. The tablet would cost $35.
b) Indian Tablet PC - Adam Tablet is a table computer is under development by Bangalore
based firm Notion Ink. The US launch is expected before 25 December 2010. The device is one
of several tablet form-factor devices launching in 2010 to include a dual-core Nvidia Tegra 2 that
can support high quality video output.

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Figure 2: First Indian Tablet PC – ADAM.
c) Virtual Learning Environment

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Advancement of Technology in Virtual Reality, Immersive Technology E-Learning is getting
new shape to support learning process effectively and efficiently. Immersive Digital
Environments – Immersive “an artificial, interactive, computer-created scene or "world" within
which users can immerse themselves”.
A Goddard technologist in NASA has demonstrated the world’s first X-ray communication
system using a Modulated X-ray Source (MXS) developed with Goddard R&D funds... The goal
is to someday transmit gigabytes of data per second using minimal power, which could support
future E-Learning.
1.5 Synchronous E-Learning
Synchronous E-Learning is done in real-time with a live instructor facilitating the training.
Everyone logs in at a set time and can communicate directly with the instructor and with one
another. During Synchronous E-Learning one can raise one’s cyber hand to put questions to the
trainer and communicate. This type of training usually takes place via Internet Web sites, Web
cast, audio- or video-conferencing, VLE (Virtual Learning Environment) – “Second Life”.
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Synchronous E-Learning is done in real-time with a live instructor facilitating the training.
Everyone logs in at a set time and can communicate directly with the instructor and with one
another. During Synchronous E-Learning you can raise your cyber hand to put questions to
Trainer and communicate. This type of training usually takes place via Internet Websites, Web
cast, audio-or video-conferencing, Virtual Learning Environment – “Second Life”.
Synchronous E-Learning lets teachers conduct classes over the Internet. The Synchronous
technologies also allow people to interact with students / trainees and also communication
between Teacher and students. Virtual classroom provides the following features:
a) Virtual Classroom
b) Audio and Video Conferencing
c) Chat
d) Shared Whiteboard
e) Application Sharing
f) Instant Messaging

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1.6 Process of Synchronous E-Learning:
Figure 3: Instructor with multiple learners in Synchronous E-Learning environment.

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1.7 Advantages of Synchronous E-Learning:
 Synchronous E-Learning process – Save money & Time in Human Resource
Management in achieving ROI for competitive global business.

 Flexibility for professionals /students (i.e. when to study, at what pace and location with
latest application of Technology – Second Life Virtual Learning Environment (VLE)

 Establishment of communication between Trainees / students and tutors / Trainers and
trainees.

 Greater access to information; greater flexibility in measuring progress of learning,
maintaining and up-dating course documentation.

 Deliver personalized training and learning for more people with less Cost and Time

 Produce effective and streamlined learning and training Experience on-Demand
Learning

 Show training proof for accountability of competencies

Reduce time-to-market and shrink time-to-competency

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CHAPTER - 5
SUMMARY,
CONCLUSIONS AND
RECOMMENDATIONS

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CHAPTER – 5
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
The Summary, Conclusions and Recommendations of the research are being presented as given
below:
5.1 Objectives ofthe study
5.2 Brief Methodology
5.3 Summary of Results
5.4 Summary of the Demographic Profile and Responses collectedfrom all the
respondents divided into:
Part A - Summaryof responsesfromSoftware Professionals
Part B - Summaryof responsesfromEMB Students
Part C - Summaryof responsesfromSeniorExecutives -CEOs,Directors,andHeadsof
Human Resources.
Part D - Summaryof responsesfromSubjectMatterExperts,Directorsof Synchronous
E-LearningSolutionProviders.
5.5 Conclusions

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As aligned to the Objectives of the Study
General Conclusions
5.6 Testing of Hypotheses
5.7 Recommendations by the Researcher
5.8 Scope for Further Study
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5.1 Objectives of the study
The objectives of the research were:
d. To determine what good and better E-Learning systems / Technology are like for Talent
Development for Human Resource Management.
e. To evaluate the effectiveness of Synchronous E-Learning tool to make a process driven
and learning organization in the present Talent age.
f. To identify promising approaches to E-Learning that may meet present and future
business / educational needs on the basis of advancement of Technology like - Virtual
Learning Environment (VLE).
5.2 Brief Methodology
In order to achieve the objectives of the research, data was collected from 4 sets of respondents.
They were administered questionnaires. The questions focused on the respondents’ opinion on
various parameters for effective and efficient way to support talent development on the basis of
available technologies. All the respondents – Software Professionals and eMBA students had
been asked to respond on the Synchronous E-Learning effectiveness for Talent development for
Human Resource Management on the basis of following important parameters such as it being:
 Human interface for improving learning process

 Increasing the understanding of learning


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 Bringing a sense of community among the participants

 Being an effective and efficient communication tool

 Being a unique training process

 Flexibility in responding to trainer and interaction among the classmates

 Supports for multiple methods to interact with students with different learning styles

 Provision for immediate feedback from Trainers to training participants / students.

 Replication of physical class room environment

 Reducing the feeling of isolation with comparison with Asynchronous E-Learning
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Beside the above parameters, the third and fourth sets of respondents i.e., Senior Executive
(CEOs, Director, and Heads of HR) and Subject Matter Experts, Directors were asked to respond
to the additional parameters:
 Return on Investment (ROI)

 Learning Management Systems (LMS) for taking attendance for Audit purpose
Accordingly, the questionnaires used the Likert scale for collecting the degree of response by the
respondent which ranged from Strongly agree, Agree, Not Sure, Disagree and Strongly Disagree.
The 4 sets of respondents and questionnaires given to them were as under:
 No. 101 Questionnaire:Applicable toall the Software professionals,whoare usingthe
SynchronousE-Learningtoolstoenhance theircompetencies.

 No. 102 Questionnaire:Applicable toall the e-MBA students,studyingfromIndianInstitute of
Management,Bangalore (IIMB).

 No. 103 Questionnaire:Applicable toall the SeniorExecutives,CEO,Director,andHeadsof HR,
whohad an opportunityof implementingSynchronousE-Learning.

 No. 104 Questionnaire:Applicable toall the SubjectMatterExperts,SeniorExecutives,whoare
developingSynchronousE- LearningSolutions.
5.3 Summary of Results

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The results are summarized, divided into 4 parts and presented below:
Part A – Summaryof responsesfromSoftware Professionals(n=300)
Part B – Summaryof responsesfromE MB Students(n=50)
Part C - Summaryof responsesfromSeniorExecutives -CEOs,Directors,andHeadsof HR
Part D – Summaryof ResponsesfromSubjectMatterExperts,Directorsof SynchronousE-Learning
SolutionProviders.
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5.4 Summary of the Demographic Profile and Responses collected from all the respondents
divided into:
Part A- Summary of responses from Software Professionals
It was found that 89% of software professionals studied was male and 11 percent were female.
Majority was software developers and remaining were senior software developers. Of these,
majority had a Bachelor’s degree in Engineering (BE); whereas 30 percent had a Masters’ in
Computer Applications (MCA), Masters’ in Science (M. Sc) or Masters’ in Technology (MS/M
Tech). Only a few software professionals had general qualifications like Bachelor’s of Arts,
Commerce, or Science (BA/B Com/B Sc) and none had a Ph.D. qualification. Maximum had 1–
3 years of work experience. Majority were from Software Services companies and few were
from manufacturing companies.
Among them, 48 percent used laptops with internet facility, 39 percent used mobile phones, few
used personal computers at cyber cafes and only 2 percent used Personal Digital Assistant (PDA)
for learning through Synchronous E- Learning. Nearly 47 percent were using Synchronous E-
Learning for upgrading their technical skills, while 28 percent used it for developing soft skills.
Only 12 percent each of them were using it for pre-sales training or product /services training.
Majority of software professionals used internet with high speed broadband >512 kbps – 2 MB.
The others used internet speed of >2 MB – 5MB. None used internet speed more than 10 MB.
The software professionals used different Synchronous E-Learning tools, especially MS
SharePoint and WebEx. Only 20% used Net Meeting and 7% used TelePresence. It was
interesting to note that almost 2% of software professionals did not know what synchronous E –
Learning tools they were using.

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Majority of software professionals agreed that Synchronous E-Learning creates a sense of
community for learning. Most software professionals also agreed that Synchronous E- is an effective
and efficient communication. Majority of them agreed that learning through Synchronous E-Learning
is a unique process. Most of them agreed about the flexibility of responding to the trainer and having
interactions with classmates. Only 6% were not sure about this feature.
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Only 7% software professionals disagreed to the fact that Synchronous E-Learning is able to
support multiple methods of interacting with participants of different learning styles. The
remaining (majority) agreed / strongly disagreed to the same.
Majority agreed that Synchronous E-Learning tool is able to provide immediate feedback from
trainer to trainees. 12 percent were not sure.
Out of the 300 software professionals, 47% respondents agreed and 38 % strongly agreed that
Synchronous E-Learning replicates the physical classroom mode. 12% were not able to identify
the fact about the replication of physical classroom model so they were not sure. Majority agreed
on Synchronous E-Learning tools being able to reduce the feeling of isolation as compared to
asynchronous E-Learning. 3% respondents were not able to answer as they were not sure and
very negligible respondents had disagreed and strongly disagree to the same.
Part B: Summary of Responses from E-MBA Students
It was found that 92 percent of respondents were male and 8 percent were female. It had been
found that 48 percent were Project Leaders and 36 percent were Project Managers working in IT
companies. Majority of E-MBA students were having masters degree -60 percent had either a
Masters’ in Computer Applications (MCA), Masters’ in Science (M Sc) or Masters’ in
Technology (MS/M Tech) and none had a Ph.D. qualification. Among E MBA students more
respondents were having more than 5 years of experience. A negligible percent had more than 15
years of experience.
Majority was from Software Services companies. Among the E MBA students, 80 percent were
using laptops with internet facility, 10 percent used mobile phones, a few were using personal
computers at cyber cafes and only 2 percent were using Personal Digital Assistant (PDA) for
learning through Synchronous E- Learning. Majority of E-MBA students had used Synchronous

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E-Learning for upgrading their technical skills, while 2 percent used it for developing soft skills.
10 percent respondents were using for presales and 14 percent of them were using it for product
/service training.
46 percent of E MBA students were using internet with high speed broadband >5 - 10 MB.
Majority of respondents were from bigger companies. 42 % of E MBA students, were using MS
SharePoint, where as 34% were using NetMeeting. Only 20% used WebEx.
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All the respondents were from software industry and doing their E MBA course from IIM Bengaluru.
As many as 60% respondents strongly agreed and 32% agreed that Synchronous E-Learning
increases the human interaction, which in turn improves learning results. With reference to
understanding of the subject through Synchronous E-Learning, 40 percent E MBA students strongly
agreed and 54 percent agreed that Synchronous E-Learning helps to understanding the subject well. It
was understood that Synchronous E-Learning facilitates the participants with the required support for
learning i.e. through Learning Management System (LMS).
As many as 50% of respondents agreed to Synchronous E-Learning for increased sense of
community for learning,
Out of 50 respondents 42 % strongly agreed and 50 % agreed that Synchronous E-Learning is an
effective and efficient means communication. 4 % disagreed and none strongly disagreed to the
above.
It was noticed from the previous research the students were satisfied with Synchronous E-
Learning i.e., with respect to immediate feedback, interactions among the participants.
Many agreed that Synchronous E-Learning is a unique process. Respondents were asked to give
the feedback on the flexibility in responding to trainer / Teachers and at the same time interacting
with same classmates while undergoing Synchronous E-Learning. Many were satisfied with
flexibility feature. This clearly gave the indication that through Synchronous E- Learning tools
participants could interact with participants. Majority members agreed that it provided with
different learning styles.

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It was noticed that 40% respondents strongly agreed and 48 % agreed that Synchronous E-
Learning provided instant feedback between instructor and students. Very few respondents had
responded that immediate instructor and students feedback does not take place. It. Majority of
participants agreed that Synchronous E-Learning creates replicate of the physical classroom
model.
It was noted that Synchronous E-Learning facilitated the interaction with teacher / instructor/
trainer and also among participants.
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Part C: Summary of Responses from Senior Executives - CEOs, Directors, Heads ofHuman
Resources
Among the Senior Executives there were 92 percent male and only 8 percent female. Many were
Directors, CEOs and Heads of HR. 84 percent had MBA / MS qualifications; and none had a
Ph.D. qualification. Majority of senior executives were having long experience. Respondents had
more than 15 years of experience. Majority of respondents were from Software Services and
Product development companies;
Among the CEOs, CTOs, Directors and Heads of Human Resources, 88 percent were using
laptops with internet facility, It was seen that 72 % respondents were using Synchronous E –
Learning facility for Technical Training, 48 percent of executives were using internet with high
speed broadband 5 – 10 MB It was seen that 52 percent respondents were using MS SharePoint.
Respondents were asked to respond on effectiveness of Synchronous E-Learning. It was noticed
that 48% respondents strongly agreed to this whereas 8% respondents were not sure. 64 percent
strongly agreed that through Synchronous E- Learning, attendance of participants for training
and development program could be collected and also a list of students could be recorded.
As many as 56 % agreed to the fact that one of the features of Synchronous E-Learning through
LMS (Learning Management System) facilitates all the participants of the training to download
the content of training and also submit the assignments to the trainer.
It was interesting to know that 54 percent respondents strongly agreed and 40 percent
respondents agreed to Synchronous E-Learning being cost effective to achieve Return on
Investment (ROI) for Talent Development. 58 percent strongly agreed and 36 percent agreed for
efficacy of Synchronous E-Learning.

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Majority of Senior Executives agreed that HRIS and LMS could integrate, 48 percent strongly
agreed and 40 percent agreed on Synchronous E-Learning getting integrated with the Human
Resource Management System. Only 8 percent respondents were not aware about the integration
of E-Learning tools with the available Human Resource Information System. Only 4 percent
respondents had disagreed and none had strongly disagreed on the same.
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48 percent respondents strongly agreed and 48 percent agreed that the Synchronous E-Learning
tool facilitates the participants to interact with one another during the training break or after
completion of the training program. 4 percent respondents were not aware about this facility.
Interestingly there were none who disagreed or strongly disagreed to the same.
Finally, respondents were asked a very specific question to know whether Synchronous E-
Learning tool provides provision of measuring learning results. 40 percent senior executives
strongly agreed and 36 percent agreed to this. 14 percent respondents were not aware about this
facility of measuring learning results. 8 percent respondents disagreed and only 2 percent
strongly disagreed with the same
Part D: Summary of Responses from Subject Matter Experts/ Directors of Synchronous
E-Learning Solution Providers
As per the data collected from the Subject Matter Experts, Directors, Program Managers (n=50),
it was found that 86 percent of top management representatives studied were male and 14
percent were female. 56 percent were Directors, 28 percent were Program Managers and 16
percent were CEOs/CTOs. The mentioned executives were subject matter experts, who were
developing E-Learning solutions. Of these, 10 % had a Bachelor’s degree in Engineering (BE);
whereas 44 percent had either Masters’ in Computer Applications (MCA), Masters’ in Science
(M Sc) or Masters’ in Technology (MS/M Tech). As maximum respondents were senior
management representatives, 46 percent had MBA / MS qualifications; and none had a Ph.D.
qualification. It was seen that only 16% had 7–10 years of experience, 64 percent had 10 – 15
years of experience; whereas 16 % respondents had more than 15 years of experience. Majority
(78 %) were from Product Development companies, 20 % were from Software Services
companies and 2 percent from educational Institution.

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It was seen that maximum respondents (48%) were from 100 – 500 manpower size companies.
16 percent respondents were from 1000 – 2000 and 10 % respondents were from bigger
companies which had more than 5000 manpower. This satisfies the general phenomena for
product development / research & development company manpower strength.
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Among the Subject Matter Experts, Directors and Program Managers, 78 percent were using
laptops with internet facility, 14 percent were using mobile phones and only 8 percent were using
Personal Digital Assistant (PDA) for learning through Synchronous E- Learning.
It was seen that 44 % respondents were using Synchronous E – Learning facility for Pre sales
training, 32 % respondents were using it for Technical training and 14 % respondents were using
it for product training.
Among SMEs, 48 percent of executives were using internet with high speed broadband 5 – 10
MB and 42% respondents were using above 10 MB high speed broadband. It was seen that 44
percent respondents were using MS SharePoint, 24 percent respondents were using WebEx and
22 percent respondents were using NetMeeting in their respective organizations for Synchronous
E- Learning
It was noticed that 58% respondents among SMEs had strongly agreed and 34 percent agreed to
the Synchronous E-Learning could be integrated
46 percent strongly agreed and 48 percent agreed that through Synchronous E- Learning,
attendance of participants for training and development program could be collected and also a
list of students could be recorded. 4 % respondents were not aware about this feature of
Synchronous E-Learning. Surprisingly, only 2 percent respondent disagreed or none strongly
disagreed to the same.
Having the facility of automatic attendance record keeping saves time of the Talent Development
team or staff member responsible for administration of Training & Development. Besides, it is
also useful to support ISO – 9000 or CMM (Capability Maturity Model) documentation for

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audit. Hence, it facilitates Talent Development MIS (Management Information System) to
monitor the participants of the Training and Development program.
50% respondents strongly agreed and 48 % agreed to the fact that one of the features of Synchronous
E-Learning through LMS (Learning Management System) facilitates all the participants of the
training to download the content of training and also submit the assignments to
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the trainer. It was observed that none respondents were not aware about this feature of
Synchronous E-Learning tool. 2 percent disagreed and none strongly disagreed for the same.
48 percent respondents strongly agreed and 52 percent agreed that the training participants can
raise hand virtually to indicate / communicate their query. All were aware about this
Synchronous E-Learning feature. No respondent disagreed or strongly disagreed to this.
40 percent respondents strongly agreed and 56 percent respondents agreed to Synchronous E-
Learning being cost effective to achieve Return on Investment (ROI) for Talent Development. 4
percent respondents were not aware about the cost effectiveness of Synchronous E-Learning.
None disagreed / strongly disagreed to the same.
The researcher had asked respondents specific questions to know the efficacy of Synchronous E-
Learning in managing the training record for any training audits. To this, 48 percent strongly
agreed and 44 percent agreed to it. 8 percent of respondents were not aware about the facility of
managing the training records for the training audit. Interestingly, there were none who had
disagreed or strongly disagreed.
Learning Management system facilitates automatic attendance as soon as participants are
registered / log on to attend the session. At the end of the program, all the records can be seen
and training records can be audited.
When the respondents were question about this, 48 percent strongly agreed and 46 percent
agreed that Synchronous E-Learning is an easy tool, which facilitates in managing training
material. 48 percent strongly agreed and 50 percent agreed on Synchronous E-Learning getting
integrated with the Human Resource Management System.

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48 percent respondents strongly agreed and 48 percent agreed that the Synchronous E-Learning
tool facilitates the participants to interact with one another during the training break or after
completion of the training program.
Finally, Subject Matter Experts (SMEs) had used Synchronous E-Learning for measuring the
training results.
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5.5 Conclusions
As aligned to the Objectives of the study:
The objectives of the research were:
To determine the best E-Learning systems / technology support for talent development
for Human Resource Management.
To evaluate the effectiveness of Synchronous E-Learning tool to make a process driven
and learning organization in the present Talent age.
To identify promising approaches to E-Learning that may meet present and future
business / educational needs on the basis of advancement of Technology like - Virtual
Learning Environment (VLE).
In answer to the first objective, it can be said that the best E Learning system / technology
support for talent development is open source technologies like Moodle, WizIQ, which saves
time, cost and resources. Further, it was found that advanced technologies like Learning
Management Systems, Learning Content Management Systems also support Talent development.
With reference to the second objective, it was found that Synchronous E-Learning for talent
development is very effective. This can be emphatically said because it helps in effective
communication, a sense of community feeling, flexibility in learning, immediate feedback,
taking the attendance without involving a staff member, carrying out training evaluation and

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measuring the learning progress. In addition, it supports training as a process driven instead of
person driven activity to make it a learning organization in the digital age.
Regarding the third objective, it can be said that advancement of technology like - Virtual
Learning Environment (VLE) has progressed to give free education throughout the world
through Mass Open Online Courses (MOOC). These advanced technologies have already
started supporting education. With the advanced technology, especially with enhanced speed of
1 GBPS, it will further boost the E-Learning features. Some of the developing countries will get
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the benefits of cheap Tablets, I-slates which are exclusively meant for poor countries
considering the minimum cost.
General Conclusions
During the course of the study, the researcher had an opportunity of evaluating different
technologies. Synchronous E-Learning tools will make learning process effective and efficient
for Talent Development for Human Resource Management in organizations and also in
Educational Institutions. The researcher found that advanced technologies / developed softwares
like Learning Management Systems (LMS); Learning Content Management Systems (LCMS),
Multimedia applications are more effective for conducting training. As organizations are facing
the gap between the present and expected competencies among the resources with the limited
time and cost, it was found that only through newly developed technological support can the
competencies be developed. It was also found out that best E-Learning tools could be
freeware/Open source, which could save the organization cost for developing talent.
Finally, the researcher concluded that when facilities are available such as immediate feedback from
the faculty or trainer, easy availability and easy access of trainer’s notes / training contents;
interaction among participants/students of same batch, all these contributed significantly towards
more information and communication for better learning than did traditional learning. As
Synchronous E-Learning supports a systematic approach for standard content management along
with instructional design through Learning Management System or Learning Content Management
System, it saves the time of subject matter experts and adds value towards best practices for training
methodology. This will also facilitate further study of students/training participants to have better
study material and appropriate study links. In fact, more involvement of participants / employees in
talent development activities are leading to Talent Engagement, which has a positive impact on
organizational development in supporting strategic business operations.

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From the organization’s / employers’ point of view, it becomes easy for sustaining the ISO
certificate on managing quality systems for training and development as there are features for
measuring employees’ efforts for learning and development. Hence, building and supporting
competencies for business become easier than through the traditional process.
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The outcome of the present research brought out the fact that the main advantages of
Synchronous E-Learning for talent development are that Synchronous E-Learning improves
employees’ productivity, which is a vital part of any business operation for enhancing /
improving effectiveness and efficiency. It is clear from the results that employees are able to
save precious time by avoiding travel or moving from their place of work to the place scheduled
for training programs, which may in other buildings or locations. In addition to this, the
researcher also concluded that it will save a lot of money by avoiding travel expenditure of
trainers/subject matter experts..
Lastly, the researcher would like to conclude that the responses from the respondents were very
positive towards Synchronous E-Learning having advantages and effectiveness for talent
development for Human Resource Management. It is with this belief that the researcher can
confidently encourage educational institutions and organizations to align available advanced
technologies for developing talent.
5.6 Testing of Hypotheses
The First Hypothesis for the present research was formulated as:
Null Hypothesis (Ho): “Synchronous E-Learning is not an effective communication process
for learning”.
Alternative Hypothesis (H1): “Synchronous E-Learning is the process of effective
communication for learning in the organization for the Talent development for Human
Resource Management.

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Statistical testing of Hypothesis 1
As stated above, the variables which were identified to test the hypothesis were discrete
variables measured on ordinal scale. As these variables were discrete, assumptions regarding
normal distribution could not be made, therefore, non parametric Sign Test was thought to be the
most appropriate test, as it is based on median.
Since Z cal < Zα (-1.645) at α=0.05, Null hypothesis can be rejected, as a result it can be said that
Synchronous E-Learning is the process of effective communication for learning in the organization
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for the Talent development. So organization looking for better talent development can effectively
utilize synchronous e-learning for talent development.
Conclusion: Hypothesis No.1 “Synchronous E-Learning is the process of effective
communication for learning in the organization for Human Resource Management” was
testedand validated.
Hypothesis 2 was formulated as:
Null Hypothesis (Ho): “The available technological development will not add to the
betterment in the systems of Synchronous E-Learning for distance education and Talent
Development for Human Resource Management in the organization”.
Alternative Hypothesis (H1): “The available technological development will add to the
betterment in the systems of Synchronous E-Learning for distance education and Talent
Development for Human Resource Management in the organization”.
Statistical Testing of the Hypothesis
Similar to the test for Hypothesis 1, the researcher had used non-parametric test such as sign test
to test the 2nd hypothesis also.
Since Z cal < Zα (-1.645) at α=0.05, Null hypothesis was rejected. As a result it was concluded
that the available technological development will add to the betterment in the systems of
Synchronous E-Learning for distance education and Talent Development in the organization. So

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organization looking for advance technologies in current Learning platforms can think of
Synchronous E-Learning as one of the best alternative.
Conclusion: Hypothesis 2: “The available technological development will add to the betterment
in the systems of Synchronous E-Learning for distance education and Talent Development for
Human Resource Management in the organization” was testedand validated.
5.7 Recommendations
Researcher’s recommendations to make Synchronous E-Learning an Effective Tool for
Talent Development in Organizations and Educational Institutes in India:
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The extensive Review of Literature carried out by the researcher showed that advanced technologies
had been supporting learning processes for many years and are also presently supporting learning -
right from KG schools to Universities. Besides, it also supports organizations for developing talent in
the 21st
Century as was seen through the present research – “Synchronous E-Learning for Human
Resource Management”. However, it is essential to understand the challenges of implementing
Synchronous E-Learning for it to be the most effective and efficient way to achieve positive results
to support international business operations.
The researcher has strongly recommended the following important points after understanding the
challenges of implementing Synchronous E-Learning for Talent Development. The researcher
has understood the following four major challenges in implementing Synchronous E-Learning
and suggests solutions for overcoming them.
Major Challenges in Making Synchronous E-Learning Successful:
1. Learning Management System and its cost
2. Internet connectivity speed - Broad bandwidth
3. Infrastructure – Servers, PCs/Laptops / Tablets, Headphone, speaker
4. Process of implementing as per the standard Training Methodology
5.8 Scope for FurtherStudy

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i. The research study was restricted to IT companies only located in Pune and Bengaluru.
As the study was focused on IT companies only. It is recommended that other studies can
be conducted on Synchronous E-Learning in other sectors also.
ii. Very limited institutions were included in the study, in future studies, more institutions
could be considered for the research.
iii. Future research could be focused on more E Learning courses, whereby there will be
better scope to analyze the results
iv. With advancement in technology, more and more Synchronous E-Learning tools / Learning
Management System solutions are available in the market, so research should focus on
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available tools to evaluation the best tools for Talent Development in the organizations
and also in educational institutions.
v. Future research also should focus on how Synchronous E-Learning tools could support
Talent Development in remote villages, where internet speed and infrastructure are still a
great challenge for developing the educational system in India.
vi. Government had initiated some of the unique developmental activities to support Talent
Development with the support of the advanced technologies to provide cheap Tablets – I-
Slate. There is a great scope to evaluate the effectiveness of the implementation and what
are the challenges to overcome the difficulties for support Talent development right from
the villages.
vii. There is great scope for future research to focus how E-Learning could support farmers
and low income citizens to enhance their skills to earn more money and thereby improve
the economy of the country.

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