Practice Research On The Implementation Of E-Learning In Medium-Sized And Small Enterprises

E-learning originated in the United States, and has been fully developed in firms, caused an upsurge of using E-learning. After 2007, with some large enterprises continued application of E-learning, they have accumulated a lot of experience. Though SMEs began to be interested in E-learning, they cannot introduce E-learning with a very complete Systems and careful implementation plans just as the large multinational corporations. The domestic SMEs remains have a relatively primitive state on the awareness of E-learning, but more there are lacks of successful application cases.With the advent of economic globalization, market competition is becoming more and more fierce; SMEs can survive and develop, relying on the quality of the excellent staff. Cultivate the good quality of staff needs corporate training and careful long-term exercises. For SMEs, providing long-term quality training is not a small overhead, many leaders do not want to pay this part of the cost. E-learning has the advantages of spending low cost, having rich training content, and training at anytime and in anywhere; these are the very effective training method to solve the training problems for small and medium enterprises.In this paper, we take Zhengzhou HR company as an example to carry out an practical research that implement E-learning in SMEs, through the current research related E-learning and its new application progress in enterprise, combined with the characteristics of SMEs, put forward the necessity of implementation E-learning in SMEs. This article is based on adult learning theory, mixed learning theory, knowledge management theory and Innovation Diffusion Theory, these theories guide the training and learning in enterprises. The paper take Zhengzhou HR Company as the example, start the implementation of E-learning research in SMEs, by introducing the development of the HR company experience, demonstrated the implementation of the current E-learning in HR company necessity and feasibility. Start the application E-learning practice HR companies on stage and analysis the implementation results and the problems.In early 2000, E-learning is introduced into China formally; it is first introduced into the enterprise field follow the foreign. With the popularity of the network and the actual needs of different industries, after ten years of development, its involvement in the areas of higher education, primary and secondary education and even some private training institutions. After 2007, some large enterprises application of E-learning continuous, and has accumulated much more experience, have more in-depth understanding and awareness with the E-learning. Some SMEs are also affected, began to understand and try to E-learning.A national survey indicated that the biggest confusion of application E-learning in the enterprise is the lack of long-term planning and effective promotion methods. In China, every year millions of small business was born, but can persist more than 5 years continuous operation less than 10%, how to get more small and medium enterprises be sustained and stable development and enhance the competitiveness have a large research value, but the Mainland SMEs have much less understand with E-learning. Therefore, to carry out how to effectively promote the use of E-learning in the enterprise has important practical significance. Meanwhile, the foreign enterprise E-learning application E-learning started earlier, and also relatively mature, have very rich experience, and in recent years, domestic enterprises began to study the problem, but the scope and depth are not enough.Review the experience of HR company, conduct a feasibility analysis that HR company implanting E-learning, put forward the basic process for SMEs implement E-learning: select the right E-learning system according to the actual of HR company itself, analysis the requirement of the development strategic of the company and staff's learning needs systematically, assigned learning tasks to all staff, in the process of carrying out E-learning, the leadership and the head of the company should strengthen the management and supervision effectively, whenever find problems, solve problems and adjust courses in time. After a period of time , we analysis the effect of the implementation of E-learning in HR company, summarizes the existing problems in the implementation process, such as lacking of learning initiative and the communication between staff, the weak supervision etc.Combined with the effect and problems that existed in implementation of E-learning in HR company, adopt the experience of domestic success stories, put forward six strategy to promote implementation the E-learning in SMEs, that are pre-publicity and promotion well, provide a good hardware conditions and network environment, obtain the support of leaders and department heads, select appropriate E-learning platform, establish a reasonable and effective assessment mechanism, strengthen the communication between the leadership and the staff.