Development and Learning in Organizations

Purpose – Managers find holding difficult conversations with staff a challenge. Are the learning messages the same as they used to be and how can technology help now in a way that was not available before? This paper aims to address this issue.

Design/methodology/approach – The paper presents a review of what needs to be learned and how and compares old methods to the new.

Findings – The paper reveals the opinion that the learning is still the same but that m-learning is an even better learning method than e-learning and also has advantages over more traditional learning methods.

Research limitations/implications – The CIPD survey gives good data on the use of e-learning but is limited to the UK. M-learning is too new to have any research to back up opinion.

Practical implications – This is a new method of learning, only possible because technology has advanced, so employers/learning and development (L&D) professionals are not aware that it exists or that the cost is low. Also they do not all have suitable IT kit, for example soundcards in PCs, or smart phones as standard.

Social implications – It is the other way round here. Actually social change has enabled this method of learning; video on demand, technology on the move, etc. make m-learning acceptable.

Originality/value – The paper is of value to L&D professionals because it introduces a new learning methodology.