Essay Sample on Nikes SKU E-Learning Program

Introduction

E-learning program is one of the ways of increasing the employee's effectiveness in any company. Investing in the e-learning program motivates the employees to work at their peak efficiency to ensure the best service delivery by the company. Therefore e-learning programs can turn out to be sufficient for effecting training programs. Through this, the cost-effectiveness and flexibility of a company are featured. While measuring the effectiveness of the learning programs, its suitability to the employees is considered as a crucial factor. E-learning programs ought to meet the company's set objectives. Therefore for the case of the Nikes SKU e-learning program, it would be to reduce the turnover, increase the product revenue rate and increased customer satisfaction. The e-learning program initiated by Nike is to enhance the transfer of knowledge through training of the workforce. This will keep the employees on the toss and improve their way of decision making (Anaraki, 2004). Hence, an effective e-learning program triggers the urge of the employees to take the program as opposed to feeling forced to it. Creating a positive attitude towards it will make it more effective.

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Measuring the effectiveness of the SKU e-learning programs demands for the need to consider retention. E-learning program should not only provide content that would lead to the retention of the employees but also should aim at instilling the necessary knowledge and skills to the employees. However, Nike should be considerate since HR also creates and better working environment for a company's employees (Bielawski, 2003). For the reduced turnover rates, a lot of factors are taken into consideration. The factors include the culture of the organizations well as good employee's remuneration. This will help in reducing the turnover rates. Besides, for the effectiveness of the program, it should be engaging to the employees. The instructional design techniques should be aimed at making the course learner-centric, engaging and motivating. Through this, the turnover rate will also be reduced. Nike needs to use the employees' feedback in measuring the effectiveness of the SKU training program. The execution of the e-learning program should be appropriate to achieve the set objectives of the company.

In the design of an effective e-learning program, the set performance goals should be used. Through this, Nike will be able to compare the performance after and before the training program. There is always the need for Nike to have a broken down analysis of the fresh employees. They should understand the level of the experience and the knowledge base. Nike should come up with ways like creating a scenario based test to help the employees apply the knowledge acquired through the program training (Hirumi, 2002). Nike has a responsibility of analyzing whether the skills gained will help the employees in carrying out the job-related task or help the targeted customers in the supportive environment.

The satisfaction of the employees when measuring the effectiveness of online training is essential. Firms using the training program should cautious on whether the form of training will befit their working environment. The principal objective should be to ensure that the program attains the performance goals desired by the company. Since the program is much concerned in improving the employee's welfare in their workforce, they should feel motivated through it .the effective online training technique can be used to reduce the turnover rates of the company's workforce and as well the organization's efficiency. Companies should play a role in determining whether the training program and energy are worthy investments. To measure the program's effectiveness, a company should carry out an evaluation basing on its output. Therefore in employing this form of approach, the company should reward the employees for learning and applying the acquired knowledge for its profitability. Companies should play their role in committing their time towards the development and training of its employees in their quest to achieve their goals.

References

Anaraki, F. (2004). Developing an effective and efficient elearning platform. International Journal of the computer, the internet and management, 12(2), 57-63.

Hirumi, A. (2002). The design and sequencing of eLearning interactions: a grounded approach. International Journal on E-learning, 1(1), 19-27.

Bielawski, L., & Metcalf, D. S. (2003). Blended eLearning: Integrating knowledge, performance, support, and online learning. Human Resource Development.