Abstract Because of this increased demand of training within an organization, E-learning isa training tool that is carryout through a network, commonly through the Internet or an organization’s intranet. Within the human resource management system, E-learning advantages are flexibility, responsiveness to trainee, individual needs, and the possibility of cost effectiveness. Today, HR professional are using e-learning for changing demographics and greater demand for anytime/anywhere learning. With today’s e-learning, organizations can train employees through web-based, even if the offices are in another geographical location. An example of this need is seen in the idea of e learning, which is considered the fastest growing department in human resource management. However, E-learning in human resources management system is faced with technically intermediate training where the extent of research questions e-learning possible advantages. One of the disadvantages of e-learning in human resource management is learner-controlled. Researchers have conducted studies on how the application of learner-controlled e-learning in organizational setting can be complicated with complex material.IntroductionThe understanding of e-learning can be consider as fashionable, but the idea has been appearing for many years. In the early 1980s, e-learning has its roots in the world ofcomputer-based training and used CD-ROMS to teach generally technical skilled employees within an organization. The use of e-learning technology has increased drastically over the past few years given many advantages for both the organization and
E-Learning in Human Resourcethe trainee. However, e-learning can grow concerns with how trainees are able to have control over their own learning. This paper will provide details on how e-learning can be beneficial in human resource management system and address the disadvantages when considering learner- controlled for training in an organization settings.Development of Human Resource Management (HRM)Human Resource Management (HRM) does matter within an organization. The obstacles and achievements within an organization are proven by the results of a companies human resources department, particularly with customer service that is changing the competitive advantages; of course, the management would be critical to the HRM. Productivities, effectiveness, and dominance can be credited to human resources. Also, human resources can play a role of fault for ineffectiveness, inefficient, and other deterrent. The importance of HRM, Kevin Wheeler, founder of Global Learning Inc. and The Future of Talent Institute argued: “If we believe, as I do, that innovative and engaged people will be the most important raw material of future organizational and national prosperity, the answer is obviously 'yes.' No corporate function represents people, advocates for people, or develops strategies to improve people other than HR” (Wheeler).