| In a period of financial difficulty, such as the one | | | | force that really needs to be retained, and how |
| being experienced by the entire world right now, | | | | much of the employees is a realistic figure to let |
| the key to survival of most companies is in | | | | go off. The process, however, should not stop |
| seeking out solutions with the maximum of | | | | there. The remaining number of the workforce |
| benefits with the least of loss from the company | | | | should be trained to ensure that their skills are |
| itself. This usually translates into sourcing out | | | | indeed of a quality to allow the company to deal |
| resources that is projected to yield the most in | | | | with the crisis. This is where e-learning solutions |
| terms of results for the company, without the | | | | come in, to compliment the training to be given to |
| company having to shell out too much to acquire | | | | the workforce.e-Learning solutions provide an ideal |
| it or accrue a large expense in the production of | | | | training implement to the training of the remaining |
| the favorable results. For some companies, this | | | | members of the work force, since there is a |
| would necessarily mean downsizing their existing | | | | marked difference in the expense of using |
| workforce and retaining only those that are | | | | e-learning solutions and sourcing out individuals or |
| particularly indispensable, or those who are able to | | | | institutions that offer corporate training courses |
| function in multiple capacities, so as to preclude | | | | on fields of study or skills upgrade that is related |
| any slowing in production and operations, even if | | | | to the needs of the company. While there may |
| the workforce has been cut in half in number. | | | | be a standing argument as to the |
| There companies, however, that frown upon this | | | | cost-effectiveness of using e-learning tools versus |
| practice, and see the massive laying off of | | | | that of a traditional training scenario where a |
| employees as not only unjust but also a very | | | | classroom setting is used, to facilitate the |
| unwise move on the part of management, since | | | | supposed "learning atmosphere", there is the |
| the greatest resource of the company is being | | | | serious matter of cost and time versus |
| compromised in removing such a large portion of | | | | acceptable loss ratio factor for the companies |
| the work force, namely the employees | | | | that are in dire need of a solution to their sagging |
| themselves. While these forward-thinking | | | | output result and revenue situation. One of the |
| companies do acknowledge the need to stem the | | | | winning aspects of this argument is the fact that |
| bleeding of finances of the company by removing | | | | compared to the traditional classroom setting, a |
| employees deemed as redundant, they will all | | | | learning management system has been proven to |
| agree that the general scale that is practiced | | | | take up significantly less time to accomplish the |
| during such massive lay offs is simply too much. | | | | desired learning exercise, and in companies that |
| What is needed is to identify the tasks that can | | | | put a premium in maximizing the output of the |
| still be efficiently be performed by certain | | | | workforce in terms of man hours, this aspect is |
| members of the workforce, and then put into | | | | definitely something which is quite favorable. |
| effect a re-evaluation of the number of the work | | | | |